Individual learning process, a topic that is "pending" to examine the candidates for Paper 5 of the CAT. It migh be the focus for some students for this June 2007 exam. Probability of coming out,well let us put under our emphasis area.
To start out, this learning process points out at workplace or in the organisation. So, what is "learning organisation"? First the concept of learning of the organisation impacts on the effectiveness of both organisational and individual learning.
The term learning organisation has been defined (by the person who develop this concept Pedler, Burgoyne and Boydell) as 'an organisation that facilitates the learning of all its members and continuously transforms itself '. The purpose of these processes is to create an organisational structure and culture which is capable of adapting and developing to the changing of the organisation.
The Key dimension of the learing organisation are: the generation and transfer of knowledge; a tolerance for risk and failure as learning opportunities; and a systematic, on going, collective and scientific approach to problem solving.
* FOUR characteristics of the learning organisation
(i) Experimentation. Learning organisations systematically search for and test new knowledge. Innovation is encouraged, with a tolerance for risk.Continuous improvement programmes ( kaizen) characterise the attitude to quality
(ii) Learning form past experience. Learning based on their review of success and failures, assess them systematically and seek lessons which can be learned. These lessons are then communicated in a way that is accessible to all employee.
(iii) Learning from others. Organisation encourage employees to seek information and learning opportunities outside the organisation (outside the box) as well as inside. Benchmarking is a key process.
(iv) Transferring knowledge quickly and efficiently through the organisation. Information is made available at all levels and across functional boundaries. Education and training opportunities are offered on an on-going basis.
To start out, this learning process points out at workplace or in the organisation. So, what is "learning organisation"? First the concept of learning of the organisation impacts on the effectiveness of both organisational and individual learning.
The term learning organisation has been defined (by the person who develop this concept Pedler, Burgoyne and Boydell) as 'an organisation that facilitates the learning of all its members and continuously transforms itself '. The purpose of these processes is to create an organisational structure and culture which is capable of adapting and developing to the changing of the organisation.
The Key dimension of the learing organisation are: the generation and transfer of knowledge; a tolerance for risk and failure as learning opportunities; and a systematic, on going, collective and scientific approach to problem solving.
* FOUR characteristics of the learning organisation
(i) Experimentation. Learning organisations systematically search for and test new knowledge. Innovation is encouraged, with a tolerance for risk.Continuous improvement programmes ( kaizen) characterise the attitude to quality
(ii) Learning form past experience. Learning based on their review of success and failures, assess them systematically and seek lessons which can be learned. These lessons are then communicated in a way that is accessible to all employee.
(iii) Learning from others. Organisation encourage employees to seek information and learning opportunities outside the organisation (outside the box) as well as inside. Benchmarking is a key process.
(iv) Transferring knowledge quickly and efficiently through the organisation. Information is made available at all levels and across functional boundaries. Education and training opportunities are offered on an on-going basis.
However,there always be the barrier to learning..well,according to Peter senge( the director of the center for Organisational Learning at the MIT Sloan School of Management) in his book (1990), lists seven sources of learning disability or barriers to learning in organisation, including the following.
(i) " i am my position". Individuals focuse on the tasks they perform rather than the purposes they fulfil, or what their job is for. this creates a barrier to learning because it inhibits people from thinking 'outside the box', making connections and attributing meaning to their work.
(ii) " The enemy is out there". Individuals shift the blame for problems and failures to someone or something else, rather than taking responsibility for the problem-solving. This inhibits people from learning from their mistakes.
(iii) " The illusion of taking charge". Individuals feels the need to do something about a situation, and it is easier to respond reactively by fighting the supposed 'enemy' than to respond proactively by seeking or creating solutions to the problem.This inhibits people from seeking fresh information and possibilities.
(iv) " The fixation on events". Organisation culture and processes are dominated by past and current events rather that longer term patterns of change. This is a barrier to learning as it inhibits people from thinking creatively and identifying learning opportunities.
(v) "The parable of the boiled frog". Individuals and organisations fail to perceive and repsond to gradually- building threats tp their survival: They only notice sudden, drastic changes, to which they respond in crisis. This is a barrier in learning, because it filters out a range of learning information and opportunities which would enable evolutionary adaptation.
Others that considered, lack of reinforcement (encouragement, rewards) for learning, lack of information for learning, lack of tolerance for experimentation, irrelevance of training to learning needs.
Student also should bear in mind, to suggest appropriate ways in which the organisation can
motivate individuals to learn.
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