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LEARNING

ORGANIZATIONS
“Learning is at the heart of a company’s
ability
to adapt to rapidly changing
environment.”
-John Browne, CEO of British Petroleum
CONTENTS
 WHAT IS LEARNING ORGANIZATION?

 MAIN ACTIVITIES AT LEARNING ORGANIZATION

 MANAGING A LEARNING ORGANIZATION

 WHY DO SO MANY ORGANIZATIONS FAIL TO LEARN

 THE NEEDS AND OUTCOME OF A LEARNING


ORGANIZATION

 SUMMARY AND CONCLUSION


WHAT IS A LEARNING
ORGANIZATION?
 Learning organizations are those that have in place systems,
mechanisms and processes, that are used to continually enhance
their capabilities and those who work with it or for it, to achieve
sustainable objectives - for themselves and the communities in
which they participate.

 The important points to note about this definition are that learning
organizations:
 Are adaptive to their external environment
 Continually enhance their capability to change/adapt
 Develop collective as well as individual learning
 Use the results of learning to achieve better results
MAIN ACTIVITIES AT
LEARNING ORGANIZATIONS
 Learning organizations have to
accomplish five main activities:
 Systematic Problem Solving
 Experimentation With New Approaches
 Learning From Their Own Experience And
Past History
 Learning From The Experiences And Best
Practices Of Others
 Transferring Knowledge Quickly And
Efficiently Throughout The Organization
MANAGING A LEARNING
ORGANIZATION
Learning Process System Levels Learning Models Learning Types
-Identification/Creation - Individual - Cognitive Learning - Type I: Single-loop
- Diffusion - Group - Cultural Learning - Type II: Double-loop
- Integration - Organization - Action Learning - Type III : Deutero
- Action - Inter-organizational

Conceptual Framework for Organizational


Learning
WHY DO SO MANY
ORGANIZATIONS FAIL TO LEARN?

 According to Edward H. Schein,


organizational learning failures may be
caused, not by resistance to change,
human nature, or poor leadership, but
by the lack of communication among
three “cultures”.
 Culture of Operators
 Engineering Culture
 Executive Culture

 Defensive Routines
 The Complexity Of Systems
THE NEEDS AND OUTCOME OF
A LEARNING ORGANIZATION
 The overall advantage for a business is the possibility to discover what it is,
where it wants to go, and to define the quality of life it wishes to pursue.
 Organizational learning helps to avoid a decline because mistakes are
recognized in the early stage and avoided in the future
 Improved quality, innovations, a better understanding of the business itself,
and the increased ability to manage changes are further important outcomes
of a learning structure
 It values the scientific method of hypothesis development, testing, and
validation, as well as the personal development
 Learning helps to find a different way of viewing the process of conducting
activity in a business environment and of achieving change within that
environment.
 The working conditions and the work environment will be improved through
the concept of organizational learning
SUMMARY AND
CONCLUSION
 Organizational learning comprises five complex activities
which have to be managed effectively
 Still, many organizations fail to implement this
management structure even though it has been proven to
be a very successful tool to keep up with the changing,
competitive environment.
 Learning organizations are not built overnight.
 Training in brainstorming, problem solving, evaluating
experiments, open environment, sharing ideas, open up
boundaries, creating learning forums and so on, are just a
few learning skills which are essential.
THANK YOU!

QUESTIONS
PLEASE…

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