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Building a Learning Organization Guide

The document discusses the learning organization and its key characteristics. It defines a learning organization as one that has developed a continuous capacity to adapt and change. The characteristics of a learning organization include personal mastery, mental models, shared vision, team learning, and systems thinking. Building a learning organization involves applying academic theories of systematic learning to business through factors like team learning and shared vision. It also involves presenting practical solutions such as organizational intention and autonomy.

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Ravi Bharti
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14 views14 pages

Building a Learning Organization Guide

The document discusses the learning organization and its key characteristics. It defines a learning organization as one that has developed a continuous capacity to adapt and change. The characteristics of a learning organization include personal mastery, mental models, shared vision, team learning, and systems thinking. Building a learning organization involves applying academic theories of systematic learning to business through factors like team learning and shared vision. It also involves presenting practical solutions such as organizational intention and autonomy.

Uploaded by

Ravi Bharti
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

THE LEARNING ORGANISATION

Rishabh Tiwari
MBA F&C –Ivth sem
Roll no -14
CONTENTS

 INTRODUCTION

 DEFINITIONS

 CHARACTERISTICS & RELEVANCE

 BUILDING A LEARNING ORGANIZATION


“ WHEN THE RATE OF CHANGE OUTSIDE
EXCEEDS THE RATE OF CHANGE INSIDE,
THE END IS IN SIGHT.”

-JACK WELCH
INTRODUCTION

 LEARNING:
Any relatively permanent change in behaviour
that occurs as a result of experience.

 LEARNING ORGANISATION:
An organization that has developed the
continuous capacity to adapt and change.
DEFINITIONS

“A Learning Company is an organisation


that facilitates the learning of all its
members and continually transforms
itself. ”
-PEDLER, 1991
“Organizations where people continually
expand their capacity to create the results
they truly desire, where new and expansive
patterns of thinking are nurtured, where
collective aspiration is set free, and where
people are continually learning to learn
together.”
- PETER SENGE
LEARNING ORGANIZATION

Personal Mental
Mastery Models

Learning
Organization
Systems Shared
Thinking Vision

Team
Learning
CHARACTERISTICS
Characteristic Definition Associated Positive By-
Best Practices products

Self mastery- The ability to [Link] [Link]


honestly and experiences commitment
individual openly see reality [Link] interaction [Link] to face
time between limitations
as it exists supervisory levels [Link] to deal
[Link] on
feedback with change
Mental models - The ability to [Link] for learning [Link] avoidance of
compare reality [Link]
individual with perceptions; [Link] difficult situations
reconciling both
into a coherent

understanding

Shared vision - The ability of a [Link] [Link] change


group of [Link] [Link] effective
group individuals to hold [Link]-operation communication
a shared picture of 4.A common
a mutually flows
language
desirable future
Team learning - The ability of a [Link] [Link] self-
group of building awareness
group individuals to [Link]-down and [Link]
suspend personal bottom-up collective learning
assumptions about communication [Link]
each other and flows
engage in
creativity
"dialogue“.

Systems thinking - The ability to see [Link] self [Link]-term


interrelationships mastery improvement
group rather than linear [Link] [Link]
cause-effect consistent mental organizational
models conflict
[Link] a [Link]
shared vision learning among
[Link] on
group members
team learning
IMPLEMENTATION OF LEARNING
ORGANIZATION
MECHANICAL SYSTEM NATURAL SYSTEM
PARADIGM PARADIGM

VERTICAL
STRUCTURE HORIZONTAL
STRUCTURE
ROUTINE RIGID CULTURE
TASKS EMPOWERED ADAPTIVE
ROLES CULTURE

FORMAL COMPETITIVE STRATEGY SHARED COLLABORATIVE


SYSTEM INFORMATION STRATEGY
BUILDING A LEARNING
ORGANIZATION
Learning organization seems to fall naturally into three
categories:

I. The application of the academic theory systematic


learning to business. The key factors which are aimed
at enhancing an organization’s creative capability are:
a) Team Learning
b) Building a Shared Vision
c) Mental Models
d) System thinking
e) Personal Mastery
II. The presentation of definitions followed by
perspective ,practical solutions:

a) Organizational Intention
b) Autonomy
c) Fluctuation and creative chaos
d) Redundancy
e) Requisite variety
III. The work of practitioners who decry a
prescriptive approach but offer guidelines
and practical hints as to how
organizations can develop a bespoke
approach.

A.) Systematic problem solving.


B.) Experimentation

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