Beruflich Dokumente
Kultur Dokumente
LEARNING ORGANIZATION
It uses the concepts of action research, organizational culture, continuous problem solving, self-managed work team, participative leadership and interpersonal relationship. It is a system wide change program. It emphasises on reduction of organizational layers It supports involvement and participation in self learning.
APPROACHES TO LO
Knowledge Creating Company- it talks about the Japanese innovation techniques in terms of new product development. Companies can create new knowledge disseminate within the organization and embody it in various parts. It runs on three principles:1. 2. 3. No one department or group has exclusive responsibility for creating new knowledge. Senior managers articulate the ideas and employees struggle to give it a real shape. The members of the organization constructs a vision presented in the form of strategy and thorough knowledge
Boundary less organization- example of GE. The organizations should emphasize on the importance of communication. Town meetings, work-outs and cross boundary teams are the key. The power of teams comes out of their drive to achieve. The process they foster the continuing permeability of the organizational boundaries. They take very tough line on the question of creating balance between short term and long term results and refuse to sacrifice present performance.
IMPACT OF LO ON EMPLOYEES
Top leaders serve as learning models by sharing their learning goals and encouraging other to learn. Individuals should accept the responsibility about their careers and learning. Learning and personal growth should be actively encouraged and rewarded. Employees should be held accountable for their performance Procedures and policies should be in place to reevaluate the changing job skills and requirements.
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