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presentation on Learning organizations
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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)
ArielAriel 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)
PanadolPanadol 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
PartsEngineers
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 = 50001 ton of Remanufactured metal = 50,0001 ton of Horseshoes = 100,0001 ton of Shaving Blades = 1,000,0001 ton of Wrest watch hands = 3,000,0001 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?
MarketingSales 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 System’s 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 SystemsClose 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 transfer…etc
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