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Organizational Learning

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Orhan Batuhan Erkat

on 5 April 2016

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Transcript of Organizational Learning

Organizational Learning O. Batuhan Erkat
11224094 Organizational Learning Learning Organizations Learning Organization Comparison of Traditional and Learning Organization Sources Senge's Five Discipline Argyris and Schön's
Theory of Action Learning Learning: Knowledge or skill acquired by instruction or study (Merriam-Webster's) Single-loop learning, double-loop learning, triple-loop learning. 1. Personal Mastery
Developing the capacity to clarify what is most important to us and to achieve it.
2. Mental Models
Developing the capacity to reflect on our interval pictures of the world to see how they shape our thinking and actions.
3 .Shared Vision
The ability of an organization to create deeply meaningful and broadly-held common sense of direction.
4. Team Learning
Developing capacity for collective intelligence and productive conversation.
5. Systems Thinking
The ability to see the whole, perceive long-term patterns, understand interdependencies, and better recognize the consequences of our actions. Learning organization is an organization that applies Senge's disciplines.

A brain that learns everything
A sponge that sucks information and knowledge

Benefits: High levels of abilities in employees, thinking in other perspectives, being able to develop future's products, high level of productivity in teams, improved communication and team performance, enhanced service quality, better quality of work life, being advantageous in competition in market, more likely to survive in long term... Evaluation of Organizational Learning Occurrence of Double Loop Learning

Quality and Amount of Knowledge

Ability to Implement Innovation

Sustainability Following Turnover

Stability During Environmental Change What is Learning? Contents I. Learning
A. Data, Information, Knowledge
1. Four Types of Knowledge
B. Dimensions of Learning
1. Individual, Team, Organizational Learning
II. Organizational Learning
A. Definitions from Different Perspectives
B. Theory of Action
C. Fifth Discipline
D. Evaluation of Organizational Learning
III. Learning Organizations
A. Concept, Benefits
B. Instructional Video
IV. References Four Types of Knowledge
(Alice Lam) Dimensions of Learning in Organizations (Chan) Individual Learning: Core element

Team Learning: Important for organization

Organizational Learning: All affect it Argyris, C., Schön, D. A. (1978). Theory of Action Perspective

Barnes, B., E. (2005). Evaluation of Learning in Health Care Organizations

Fiol, C., M. and Lyles, M. A. (1985). Organizational Learning

Flood, L., R. (1999). Rethinking The Fifth Discipline: Learning Within the Unknowable

Lam, A. (2008). Dynamics of of Organizational Change and Learning

Ramalingam, B. (2008). Organisational Learning for Aid, and Learning Aid Organisations

Senge, P. (1990). The Fifth Discipline: The Art and Practice of the Learning Organization

Wellman, J., L. (2009) Organizational Learning

Instructional Video: www.youtube.com/watch?v=kxd1mSOb__Y THANK YOU FOR LISTENING Data: Inputs, facts, observations, not processed
(35 is a data) Information: Definitions, descriptions, structured and meaningful
Knowledge: Decision making, know-how, perspectives, truths, concepts How Employees Feel in Learning Organizations? Purposeful,
Confident,
Doing what they care about,
Curious,
Thinking systemically
Working hard
Satisfied
Happy!
Full transcript