Chapter 1: Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organizations approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.
One of the most notable aspects of Chapter 1 is the ways in which it illustrates the failures of organizations like Xerox and Kodak, which struggled to learn organizationally (Daft, 2016). During their heyday, both organizations performed efficiently, but they were unable to be sufficiently responsive in terms of altering their organizational offerings to suit the needs of the new marketplace, after their core product lines became obsolete. This failure to re-strategize can be traced back to an inflexible organizational structure: Xeroxs was described as slow to adapt and almost totally paralyzed by politics (Daft, 2016, p.6). At some organizations individual departments or entities may attempt to hoard information out of a spirit of competition. Ideally, in a learning organization, dialogue is facilitated to enhance mutual dialogue and adaptability, breaking down barriers to building new knowledge (Hussein, et al., 2014). As technology changes the world more quickly than before, free and open communication channels via a variety of media, including social media, is critical.
Chapter 1: What are some differences that one might anticipate among the expectations of stakeholders for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?
It is true, as Daft (2016) states, problems occur when all organizations are treated as similar, and all organizations are not necessarily responsive to
Chapter 2: How might a companys goal for employee development be related to its goals for innovation and change? How might a companys goals for employee development be related to its goals for productivity? Explain the ways that these types of goals may conflict in an organization?
Todays economy is a service-based economy. Quality of service, whether the employee is in a call center in India, or someone close by taking the time to properly install a refrigerator in a customers home, can mean the difference between a consumer selecting one company over another. But to provide quality of service requires an investment in employees. Employee…
References
Daft, R. L. (2016). Organizational theory & design (12th ed.). Boston, MA: Cengage Learning.
Hussein, N., Mohamad, A., Noordin, F., & Ishak, N. A. (2014). Learning organization and itseffect on organizational performance and organizational innovativeness: A proposed framework for Malaysian public institutions of higher education. Procedia- Social and Behavioral Sciences, 130(1), 299-304.
An employee who is an effective communicator knows how to handle his/her peers and his/her superiors. Coaching by peers or managers enables an employee to build a specific skill or even change a pattern of behavior. It does also help an employee to adapt to a new process or practice. Coaching improves an employee's working relationship or performance and productivity. It can make them overcome problems that come their
Employee development is crucial for the success of a company or institution. Employee development provides for a work environment of educated, informed and like-minded individuals, all working to serve the greater purpose of the company for which they are employed. Employee development is a vital aspect in the success of any business, be it big or small, and it is more of an intellectual investment than a monetary one. With
Employee Development In a recent trade magazine an article appeared that states "the training and development world remains largely stuck in dated thinking practices and programs that are increasingly ineffective and often irrelevant" (Bell, Majer, 2011, p. 62). According to the article work in America is no longer just focused on manufacturing goods, with the new global economy, work is also about "coordinating with others both inside and outside of a
Another example of a company thinking in advance of a possible skills gap is Southwest Airlines. This offers internships to elected students who are provided on-the-job training. Thus, if the company finds itself at a loss in terms of skills, it can anytime resort to the fresh new trainees (http://www.southwest.com/careers/interns/intern.html). 5. Employee Relations Program An employee relation program should be made up of several major components like: rules that must be obeyed
Employee Development Plan TemplateThe Employee Development Plan serves as a road map for short-term training and development activities that will enhance your subordinate\\\'s work and leadership competencies. You should review and revise this plan with your subordinate several times while you are working together.EMPLOYEE NAMEJavier EspinozaCURRENT POSITION TITLESenior ConsultantEMPLOYEE\\\'S LONG-TERM CAREER GOAL (3�5 years) Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In three to five
The Little Tokyo Service Center (LTSC) is a human services organization based in Los Angeles, and primarily serving the Asian and Pacific Islander community. Services range from language translation to transportation. The executive director of LTSC is Bill Watanabe, whose three month sabbatical helped to refresh his leadership strategies and encourage employee development throughout the organization. This case study is about the potential benefits of a paid sabbatical for both
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