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    Learning Organization Presentation

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    rambo7799
    This document discusses learning organizations and how knowledge is shared within organizations. It defines a learning organization as one that is purposefully designed to enhance and maximize learning. It outlines the different levels that learning can occur at, from the individual to group to organizational levels. Examples are provided of how knowledge sharing can take place between departments and through communities of practice. Both open and closed systems for storing organizational knowledge are examined.

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    Learning Organization Presentation

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    rambo7799
    116 views35 pages
    This document discusses learning organizations and how knowledge is shared within organizations. It defines a learning organization as one that is purposefully designed to enhance and maximize learning. It outlines the different levels that learning can occur at, from the individual to group to organizational levels. Examples are provided of how knowledge sharing can take place between departments and through communities of practice. Both open and closed systems for storing organizational knowledge are examined.

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    Learning organization presentation

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    This document discusses learning organizations and how knowledge is shared within organizations. It defines a learning organization as one that is purposefully designed to enhance and maximize learning. It outlines the different levels that learning can occur at, from the individual to group to organizational levels. Examples are provided of how knowledge sharing can take place between departments and through communities of practice. Both open and closed systems for storing organizational knowledge are examined.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    116 views35 pages

    Learning Organization Presentation

    Uploaded by

    rambo7799
    This document discusses learning organizations and how knowledge is shared within organizations. It defines a learning organization as one that is purposefully designed to enhance and maximize learning. It outlines the different levels that learning can occur at, from the individual to group to organizational levels. Examples are provided of how knowledge sharing can take place between departments and through communities of practice. Both open and closed systems for storing organizational knowledge are examined.

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    Download as pptx, pdf, or txt
    of 35

    Learning Organization

    Introduced By: Abdulla M. Al Kuwaiti


    Objective
    By the end of the training session participants will be able to
    Define the key dimensions of a learning organization.
    Analyze and compare and contrast the different method
    that facilitate learning in the organization.
    Content
    What is Learning Organization?
    Different setup for organization learning.
    What is knowledge?
    How organization share knowledge?
    How organizations can store knowledge?

    What Is Learning Organization?
    What people learn in organization (Maryam).
    Changing and adapting organization (Mohammed).
    A method of learning used in organization such as community of
    practice or knowledge sharing (Tala).
    Its All about encourage learning and sharing knowledge (Ghalia)
    Exchange experience from senior employees to new employees (Alia)
    Learning Organization:
    An organization that purposely design and construct its structure,
    culture and strategy to enhance and maximizes learning's.

    Types Of Learning Organization
    Learning Organization
    Exploration Exploitation
    Introduce new activates to increase
    effectiveness.
    improve existing activates to increase
    effectiveness.
    Experiment using Strategic alliances
    and network, product team structure
    and cross-functional teams.
    Might involves implementing TQM,
    continuous improvements and
    benchmarking.
    Dimensions of the learning Organizations
    At individual level: Training, learning new
    skills abilities.

    At the Group level: such product team
    structure, teams, cross-functional
    departments and COP.

    At the organization level: Managers can
    promote learning through culture &
    structure the facilitate communication
    between individuals and groups.

    Interorganizational level: Organization
    Interaction with the environment and
    learning from others.




    Interorganizational









    Organizational






    Group



    Individual
    How knowledge take place between them?
    Example of knowledge Sharing at organizational level
    (Product Division Structure)


    R & D


    Tide
    Marketing
    Ariel
    Marketing
    Example of knowledge Sharing at Organizational level
    (Product Division Structure)
    Performance
    Innovation
    Learning
    New Products: Ariel concentrated, concentrated +, for Cold
    water, front washing machine, top washing machine, liquid,
    powder, oxygen power, foam power for color clothes, white
    clothes.etc.
    Tide,
    25%
    Ariel,
    33%
    Other
    , 42%
    Positive Competition
    Learn from each other
    Market Share
    Panadol at Interorganizational level
    (Learn from others)
    Panadol at Interorganizational level
    (Learn from others)
    Ariel
    Ariel plus
    Ariel Super Plus
    Ariel For (white clothes color clothes)
    Ariel Gentle (for hand washing)
    Ariel All in one (clean + smell)
    Ariel 2 in one ( Cleaning + Freshness)
    Panadol
    Panadol Extra
    Panadol Ultra
    Panadol (Day Night)
    Panadol Light (gentle on stomach)
    Panadol All in One
    Panadol 2:1 (Cold & Flue) (Cough & Cold)
    Both of them are Low Differentiated Products
    Knowledge Sharing At Group level
    Knowledge Sharing at Group level
    (Community of Practice)
    - Power
    - Performance
    + Reliability

    + Power
    + Performance
    - Reliability

    Engine
    Engineers
    Performance
    Engineers
    Parts
    Engineers
    Result of Sharing Knowledge
    + Power
    + Performance
    + Reliability
    + Comfort

    VS
    VS
    Questions
    Knowledge is power for individual?
    Knowledge is power for organizations?

    Power of knowledge for industrial organization
    1 ton scrap metal = 5000
    1 ton of Remanufactured metal = 50,000
    1 ton of Horseshoes = 100,000
    1 ton of Shaving Blades = 1,000,000
    1 ton of Wrest watch hands = 3,000,000
    1 ton of Best Wrist watch hands = 100,000,000


    Questions
    Knowledge is power for organizations?
    Or Sharing that knowledge in organization is the power?






    Is Sharing knowledge will Always Reflect a Good Performance in the
    Organization?
    Marketing Sales Manufacturing
    Will Sharing knowledge Always Reflect a Good
    Performance in the Organization?
    Design Team
    Design Team Share their Knowledge and Ideas
    Results
    Market Share
    Learning &
    innovation
    Sales
    Competitive
    Advantages
    Products are not focused
    Product Cannibalization: du to lake of
    differentiation between them
    Lack of competitive advantages lead to Lower sales
    and as a result lower market share
    Same people responsible to design more than 60
    different models from 3 different companies
    (no focus on the product)
    Part B


    Transferring knowledge
    Data, Information and Knowledge?
    Data Information Knowledge
    unprocessed facts,
    example numbers.
    data that has been
    interpreted so that
    it has meaning.
    is a combination of
    information, experience
    and insight that help in
    decision making.
    Can we store Data?
    Can we store information?
    Can we store Knowledge?
    Experiment
    4 Volunteers
    Will see how the knowledge and word of the mouth is
    transferred between individuals.

    If Organization depends on people to share knowledge then
    what happens if these people leave the organization?
    Then the organization has to have a way store its knowledge.
    Knowledge Embedded in Side a System
    Knowledge Embedded in Side an Open Systems
    (1. individual)
    (2. Group of the
    same field)
    (3. Teams from
    different fields)
    (4. Sum all
    together)
    (5. Solid System)
    (6. System will live)
    People leave the Org.
    Dubai Ports World

    Close Systems that Stores Knowledge
    Knowledge Management
    Social media
    Share folder
    E-library
    Documents and reports
    Archives

    Community of
    practice
    Learn from others
    or benchmarking
    Store knowledge in
    a system
    Open Systems Close Systems
    Product Team
    Structure
    Summary
    Different methods facilitate learning in the organization
    How organization can store Knowledge
    Dimensions of Learning Organizations
    Individual Level Group Level Interorganizational
    Level
    Organizational Level
    Examples
    Thank you for listening
    Learning outcome


    Type of learning Description Example
    Low Learning
    Outcome
    (Verbal information)
    Define the key dimensions of a
    learning organization.
    Key Dimensions of a learning
    organization
    High Learning
    Outcome
    (Cognitive strategies)
    Analyze and compare and
    contrast the different method
    that facilitate learning in the
    organization
    Use different methods and
    examples to create a learning
    organization, experiment for
    knowledge transferetc
    Learning Style Supported
    Diverges: viewing concrete situations from many different points of
    view.

    Assimilator: Theories, Abstract ideas and concepts
    (what is learning organization, dimensions of learning organizations).

    Converges: practical examples of ideas and theories
    (different application and examples of learning organizations from
    different industries).


    Learning Theories
    Reinforcement Theory: Asking participants, examples of positive and
    negative outcome of sharing knowledge in the organization.
    Expectancy Theory:
    Build on prior knowledge (from the needs analysis).
    Give Positive feedback.
    Clarify expectations (Sharing knowledge will lead to a certain
    performance).
    Adult learning Theory: Pedagogical (learner depend on instructor).
    Social learning Theory: people learn by observing others.
    Information Processing Theory: The Experiment



    Principles of Learning
    Feedback: both instructor and trainee give feedback to each other.
    Reinforcement: Learning which is rewarded is more likely to be
    retained.
    Meaningful Material: material is related to trainees existing
    knowledge and Use plenty of examples and illustration.
    Multiple Sense Learning: Presentation methods which use more
    senses are more effective than using one sense only (telling,
    showing, visual, effects, pictures

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