The Relevance Of Processes Of How Individuals And Organizations Learn Essay

Writing a paper on the writing process is pretty hard. The writing process is different from one person to another. You come across questions like, 'What exactly is the writing process?'; and 'Must you follow one persons writing process if yours is different?'; This is where I came across the answer to my questions, write however you wish to write. If one person likes free write first and another person likes to write a draft first, let them do how they please.

The purpose of public education is to enable students to be contributing members of society. Without it, the world would not be as we know it today in a very intelligent and complex society. Education is important in very many ways, probably too many to be listed. But I believe that among all other things that it allows students, by being educated, to live their lives in a way in which they can be successful in whatever they do. By learning about the trials and errors of those who came before us permits students to make well thought out decisions later on in their life. I personally hope to be able to better my students' lives by educating them about the overall curriculum and standards brought about

2. Give your opinion on the current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning. Support your response with one (1) example of a training or learning initiative (e.g., sharing knowledge, training programs, working as a team, experiences, procedures, processes, etc.) and the outcome when it was applied to the organization.

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.

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

Week 9 lecture on Individual learning we came across that in an organization learning derives from the individual learning from each member of the organization. Consequently, individual learning is crucial for organizational learning. Learning is defined as gaining knowledge or skill. Thus, learning incorporates two meaning 1) knowing how-to which is implies the ability to act and 2) Know-why, which shows the

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.

1. David’s primary purpose in sending a message is to inform the reader that the car company will not honour the customer’s claim. The writer’s priority is to inform the reader that the company would like to honour the claim, but point out that it could not happen because the warranty is expired.

In what ways do our current understandings about organizational learning support the transfer of learning from a single school sites to systems?

Long before we are institutionalized, regimented and equipped with number two pencils and colored neat-books; we learn by falling into mud puddles and catching tadpoles. We find grass is green and sprouts between our toes and tickles the bottom of our feet with whispered softness. We sport kool-aid mustaches and know the purple kind is the best. We catch butterflies and learn their wings are as soft as the petals of the most exquisite flower. We learned through interaction using all our senses: touch, sight, smell, hearing and by experimenting. Though we had authority figures in our life that took care of our physical needs and stimulated our learning; we were basically free to explore and learn by watching.

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

Inquiry is an interactive way of learning. Students are actively engaged in their studies. Inquiry involves student-centered activities focusing on questioning, exploring, and posing explanations. The goal of inquiry is to introduce a new way of learning where students can learn about the world around them through active engagement in real-life examples. Inquiry based learning can be incorporated into all academic subjects throughout the curriculum. Science could possibly be the most effective subject to incorporate inquiry.

Jashapara (2011) defines organisational learning as the processes of improving organisational actions through better knowledge and understanding.

Peter Senge argues that not only we humans learn, but organizations also. However, learning itself may not be enough for the organization to survive in this ever-challenging era. In his book, The Fifth Discipline, Senge introduced five ‘disciplines’, namely systems thinking, personal mastery, mental models, building shared vision, and team learning, that characterizes an organization as a learning organization.