Learning Organization Essay

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    Learning Organizations

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    the readings, what is the difference between a “learning” organization and a “knowing” organization? While reading about “knowing” and “learning” organizations, I couldn’t help but liken it to my teaching experience. We are told often that we are not the gate keepers of knowledge; instead, we are tasked to understand our students thoroughly in order to engage them in curriculum. “Learning” organizations allows for this. However, “knowing” organizations assumes that there is someone at the forefront

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    Learning Organization

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    Learning Organization: Answer to Organizational Growth Introduction Organizations are established to fulfil various needs of the people. The organizational objectives could be achieved via the organization’s growth-oriented mechanism which is inevitable in today’s competitive world. However, the most important factor which needs to be taken into consideration towards achieving the objective is the people or staff members who directly have impact on the productivity of the product or services

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    Learning Organizations

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    Learning Organization Paper Learning organizations today must be adequately able to readily adapt to change the mind-sets and behaviors of the people within. Although this sounds like a unified joint statement for each and every organization however, there are so many organizations that yet do not acknowledge the actual truths and current trends that illustrate particular dysfunctional behaviors that exist and occur each day. Learning organization aid and enable companies and business to run

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    Learning and Change in Organizations We live in a dynamic world with constantly varying conditions and aspects that influence how we make business operations and manage resources. The varying conditions in different circumstances require a level of understanding that is made possible through learning. This essentially means that learning consistent with the varying condition is in order to stay in touch and articulate matters appropriately. Business operations cannot be expected to carry on in the

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    interconnected and organization becomes more complex and dynamic, learning becomes more vital. It’s just not possible any longer to figure it out from the top and have everyone else following the orders of the grand strategist. The organizations that will truly excel in the future will be the organizations that discover how to tap people’s commitment and capacity to learn at all levels in an organization. Learning organizations are possible because, deep down, we are all learners. Learning organizations are possible

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    concerns are submitted from staff and no response is given by management, rumours through grapevine communication will begin to fill in the communication gap which was created by management. Formal / informal communication channels exist in every organization. Formal communication requires thought and planning prior to distribution; informal communication, however, usually succeeds on its own mostly because of the very effective grapevine. While there are several advantages of grapevine communication

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    there is a learning evolution around employee development in every organization large or small. It is the decision of the organization to transform from traditional to developmental organizations. In my own definition, employee development is encouraging employees to increase knowledge, obtain or acquire new skills and apply new ideas to that of the organization itself and its cultural. Within the book “Beyond The Learning Organization” , There are three type of evolution learning; Traditional

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    TOOL KIT Is Yours a Learning Organization? Using this assessment tool, companies can pinpoint areas where they need to foster knowledge sharing, idea development, learning from mistakes, and holistic thinking. by David A. Garvin, Amy C. Edmondson, and Francesca Gino L Daniel Chang EADERS MAY THINK that getting their organizations to learn is only a matter of articulating a clear vision, giving employees the right incentives, and providing lots of training. This assumption is not merely

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    of the Learning Organization (1990). He can be said to be responsible for the popularity of the concept of a ‘learning organization’ today. 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

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    to Gephart and Marsick (1996, p. 34) states that, “A learning organization is an organization that has an enhanced capacity to learn, adapt, and change. It 's an organization in which learning processes are analyzed, monitored, developed, managed, and aligned with improvement and innovation goals.” I would classify my organization as a learning organization. They invest in our learning, development, and advancement. Within our organization, they ensure that we are capable of doing and performing

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