Organizational Learning
What is the role of learning in change processes? Pay particular attention to the ideas of Naomi aab

Learning is a galvanizing factor across all change processes in that it unifies each step in the process and over time creates an experience effect that creates greater levels of knowledge over time. The role of learning in change processes is also non-linear, a key finding of management and organizational design theorist Naomi aab. Her practice and writings show how effective the dissemination of learning is throughout organizations. The development of information and knowledge ecosystems throughout organizations is also predicated on this foundation of shared learning and the creation of a system of record from a cultural and learning standpoint.

Ms. aab's insights into how to heal hurting and dysfunctional companies also form the basis of her approaches to defining the role of learning in change processes. In defining strategies for consulting with…...

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References

Beeby, M.L. (1999), "Consulting to a "hurt" or "upset" organization," Leadership & Organization Development Journal, Vol. 20(2), pp. 61-68.

Collin, K. (2004). The role of experience in work and learning among design engineers. International Journal of Training & Development, 8(2), 111-127.

Kimberly, J.R. (1984). The anatomy of organizational design. Journal of Management, 10(1), 109-109.

Ratten, V. (2004). The role of learning and information dissemination in logistics alliances. Asia Pacific Journal of Marketing and Logistics, 16(4), 65-81.

Organizational Learning
The concept of organizational learning has been around for a long time now but it was fully accepted and passionately pursued in the 1990s. It was at this time that many organizations recognized it and started involving it into their organizational systems. Due to this wide acceptance in this period, there were two consequences that came with it. The first being that it attracted the interest of many scholars especially of disciplines that there before had indicated to interest at all in this field. This meant that scholars attempted to outdo each other on which discipline gives the correct interpretation of organization learning. Secondly there was a scramble by organizations as well as consultants especially to display the commercial side of this concept. There have been efforts to try and give the correct and the ideal representation of organizational learning to the present times since the 1990s (William .…...

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References

Mark Smith, (2001). Learning in Organizations. Retrieved March 3, 2013 from  http://www.infed.org/biblio/organizational-learning.htm 

William R. King, (2009). Knowledge Management and Organizational Learning. Retrieved March 3, 2013 from  http://www.uky.edu/~gmswan3/575/KM_and_OL.pdf

Organizational Learning
Week 8 Discussion Question in working responses Discussion Question choose examples experience find cases Web discuss. Credit references make relevant examples real companies. Analyze journal article, Schilling, J.

Week 8 discussion question: Organizational learning article review

Organizational learning is deemed to be a critical component of individual learning: without 'organizational' learning, individual learning cannot take place in the workplace -- yet individuals make up the workplace so conversely individual learning is critical for OL to take place. Although this concept seems somewhat esoteric, Schilling & Kluge note in their literature review of the subject that "because individuals learn as representatives of their organization…all knowledge acquired must be retained appropriately (in the form of documents, routines, processes and structures, for instance) for it to remain available, even if an individual leaves the organization" (Schilling & Kluge 2008: 339).

Personal, organizational, and social barriers can exist to the fundamental OL processes of intuiting, interpreting,…...

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References

Schilling, J. & Kluge, A. (2008). Barriers to organizational learning: an integration of theory and research. International Journal of Management Reviews, 11 (3): 337-360

Smerd, J. (2009). Can a new corporate culture save General Motors? Crain's. Retrieved from:

 http://www.crainsdetroit.com/article/20091109/email01/911099979/can-a-new-corporate-culture-save-general-motors

Organizational Learning
The objective of this study is to address the question of if an organization cannot harvest the learning and teaching that is happening in a community of practice then does the organization as such learn? Secondly, this study will address the question of whether one can speak of organizational learning, even when the company has not learned anything as only the community of practice share the knowledge within their circle.

Defining Organizational Learning and the Community of Practice

Organizational learning is stated in the work of Schulz (2001) to be such that "denotes a change in organizational knowledge. Organizational learning typically adds to, transforms, or reduces organizational knowledge." (p.1) Organizational learning is reported by Schulz to be "captured in a learning cycle in which organizations responded to external shocks by adjusting the likelihood of reusing specific operating procedures (SOPs) A concept essentially equivalent to March and Simon's performance programs." (2001, p.1)…...

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Bibliography

Wenger, E. (2006) Communities of Practice: A Brief Introduction. June 2006. Retrieved from:  http://www.ewenger.com/theory/ 

Schulz, M. (2001) Organizational Learning in: Joel A.C. Baum (ed.) Companion to Organizations. Blackwell Publishers, 2001. Retrieved from:  http://www.unc.edu/~healdric/Classes/Soci245/Schulz.pdf

OL vs. LO
Herbert Simon (1969) defined organizational learning as "the growing insights and successful restructurings of organizational problems by individuals reflected in the structural elements and outcomes of the organization itself." This definition tells us a couple of important things about organizational learning. First, organizations as holistic entities cannot learn. Individuals within the organization, and working on behalf of the organization, do the learning, and they then pass their newfound knowledge onto the organization. Both the feedback loops by which they learn and the ways in which they pass their learning on flow through the organization in terms of the organization's structures, its culture, its strategies and its knowledge base. The latter can occur to a much stronger degree today than when this idea was first developed, because of our increased ability to gather, store and transmit information throughout the organization. This highlights the role of information systems in organizational…...

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References

Simon, H. (1969) Sciences of the Artificial. MIT Press: Cambridge, MA.

Fiol, C. & Lyles, M. (1985). Organizational learning. The Academy of Management Review. Vol. 10 (4) 803-813.

Senge, P. (2003). Taking personal change seriously: The impact of organizational learning on management practice. Academy of Management Executive. Vol. 17 (2) 47-50.

clomedia.com/content/templates/clo_section.asp?articleid=229&zoneid=101).
Understandably, Alyeska is challenged by the logistics of training a workforce that is spread across the 800-mile pipeline. And because the company runs one of the most heavily regulated pipelines in the world -- the Department of Transportation, the Bureau of Land Management and the Alaska Department of Natural esources are just a few of the agencies regulating the pipeline, it is imperative to track learners' progress to ensure that they are meeting regulatory requirements (Case Study: Training on the Last Frontier (http://www.clomedia.com/content/templates/clo_section.asp?articleid=229&zoneid=101)."

This company's use of organizational learning is an exemplary example of how it can be done.

Much of the required training for the company is of a regulatory and technical nature. These areas and styles of training provide a perfect back drop for the steps in organizational learning.

One example of the use of organizational learning in the company is the developmental training that deals with the soft skills.

The company…...

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References

Simple Introduction to Organizational Learning (accessed 06-10-06)

http://www.systemsprimer.com/what_is_org_learning.htm

Case Study: Training on the Last Frontier (accessed 06-10-06)

 http://www.clomedia.com/content/templates/clo_section.asp?articleid=229&zoneid=101

Organizational Learning Dichotomy Case Study
Tsang (1997) presented in his research article the components of a case study that focused on the research methods on organizational learning. The focus of this paper is to highlight and describe the case study presented in this article that called for a two- pronged approach created to help in communicating the concepts and ideas related to "organizational learning." The main effort of this article examined how organizational learning has broken down into two separate approaches which causes problems and issues in how to approach the subject.

This essay will first give background information regarding this article and its contents by identifying the stakeholders presented in this writing. A general overview of what is at stake will also be presented before narrowing down ideas related to specifically identifying the problem that are at the core of this research case study. The possible solutions regarding the problems that…...

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References

Garvin, D.A., Edmondson, A.C., & Gino, F. (2008). Is yours a learning organization?. Harvard business review, 86(3), 109.

Milway, K.S., & Saxton, A. (2011). The challenge of organizational learning .Stanford Social Innovation Review, 9(3), 44-49.

Tsang, E.W. (1997). Organizational learning and the learning organization: a dichotomy between descriptive and prescriptive research. Human relations, 50(1), 73-89.

Organizational Learning Culture: ICMT Strategy
Why is it important for an organization to be a learning organization in regards to creating and implementing an ICMT strategy?

A learning organization can be defined as an organization that assumes learning as a continuous process, and which consequently develops, adapts and transforms itself in response to the aspirations and needs of people, both within and without (Gray, 2012). In a learning organization, employees are not just passive players in the equation; rather, they are allowed to express their views and ideas, and to challenge themselves as a way of contributing to an improved environment in the organization. Employees are allowed to create the results that they truly desire, and to learn together for the betterment of the entire organization (Gray, 2012).

It is crucial for organizations to act as learning organizations when creating and implementing their ICMT strategies. This are several reasons why this so. First,…...

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References

Gray, D. (2012). The Connected Company. Sebastopol, CA: O'Reilly Media Inc.

Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). San Francisco, CA: Jossey-Bass.

Business - Management Theory
Learning Organizations

Learning Organizations: Case Studies

Learning Organizations

Organizations may experience different levels of learning depending on their commitment and resources to the cause. This study has focused on four organizations two of which are performing well and the other performing poorly in their unique industries.

Apple Computing Corporation

The first company that this paper reviews is the Apple Inc. The firm is attractive as it offers an expounded culture of organization learning. Up to 1989, Apple Computing Corporation commanded only 1.2% of Japan's personal computer markets. Appointment of new company president illustrated a new era, as there were strategized drives towards increasing Apple's presence across market as well as acceleration of change. The company targeted to achieve annual sales revenues of $1 billion in the next five years (IPC. 2001). Meeting the challenge forced the corporation to approach management consultant firms to build up experience in company restructuring and information technology.…...

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References

Eisenbach, R., Watson, K., & Pillai, R. (1999). "Transformational Leadership In The Context Of Organizational Change," Journal of Organizational Change Management, Vol. 12 Iss: 2, pp.80 -- 89

Goh, S.C. (2003). "Improving Organizational Learning Capability: Lessons From Two Case Studies," The Learning Organization, Vol. 10 Iss: 4, pp.216 -- 227

IPC (2001). High Road To Work Organization Case Study: Apple Computing. Hi-Res Project.

Josserand, E., Teo, S. & Clegg, S. (2006). "From Bureaucratic To Post-Bureaucratic: The Difficulties Of Transition," Journal of Organizational Change Management, Vol. 19 Iss: 1, pp.54 -- 64

Urban Middle School Focus
Identify Unique opportunities for growth and improvement. What new emerging initiatives are likely to increase growth and deepen improvement levels within an urban middle school?

Among the more prominent opportunities for growth and improvement have occurred in urban schools where educators are focusing on literacy achievement (Frey, 2002). Literacy has always been an essential element to learning and has opened the door to avenues for growth in other areas including in math and in science.

Another important area for growth and improvement includes moving from a static educational environment to one that is more dynamic, where informal and spontaneous educational learning styles are preferred to more traditional styles (Phillips, 2003). Now, more so than ever teachers see the benefit of adopting kinesthetic learning practices that engage students as experiential learners that are diverse, culturally different, and involved in their community (Phillips, 2003). These initiatives are challenging schools to work…...

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References:

Frey, N. (2001). "We grow our own." Journal of California English, 6(4), 12-13.

Frey, Nancy (2002)." Literacy achievement in an urban middle-level professional development school: a learning community at work." Reading Improvement. Cengage Learning. FindArticles.com. 26, July 2011:  http://findarticles.com/p/articles/mi_hb6516/is_1_39/ai_n28920111/ 

Haycock, K., Jerald, C., & Huang, S. (2001). "Closing the gap: Done in a decade." Thinking K-

16, 5(1), 3-20.

BUS599 Case StudyIn a systems thinking context, there are two main kinds of feedback that could be encountered in an organizational setting. These are balancing feedback and reinforcing feedback. A reinforcing feedback could be described as a situation where change continues to change and grow; a response to something happening makes it happen more frequently (Askew, 2004, p. 134). On the other hand, a balancing feedback tends to minimize change and triggers a restoration of balance (Askew, 2004, p. 134). More specifically, a balancing feedback loop, according to Johnstone (as cited in Askew, 2004, p. 134) is where the response to something happening makes it happen less. Several formations of both reinforcing and balancing feedback loops could be demonstrated in the case of JAKKS. These have been described in both Figure 1.0 and Figure 1.1 below.Figure 1.0: Reinforcing Feedback Figure 1.1: Balancing FeedbackNoMarketingWith regard to figure 1.0., the expertise as…...

Organizational Learning
Assessment of the Organization's Culture as it elates to Shared Knowledge

The Current Organizational Learning Mechanism(s) (OLMs) that hinder organizational learning

eplacement of Suitable OLM

The Source(S) That Currently Prevent Productive Learning

Assessment of the Organization's Culture as it elates to Shared Knowledge

For this part, we consider a multinational retailing company that operates through a large number of chain stores and supermarkets in many stores spread across at least three continents. The company's organizational structure is such that they have a strict system of hierarchy where subordinates report directly to their managers. The company is assumed to have a linear structure and has a system of information transmission that is top down as well as bottom up. However there is scope for transmission of information for only those who are designated to do so. Therefore not everyone is allowed to be a part of the information flow chain. Additionally, the extent of participation…...

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References

Aagaard, A. (2013). Effective Implementation of Knowledge Management Strategies and the Key Roles of Knowledge Ambassadors in Strategy Integration:. International Journal Of Knowledge Management, 9(3), 31-46.  http://dx.doi.org/10.4018/ijkm.2013070103 

Antonacopoulou, E. (2006). The Relationship between Individual and Organizational Learning: New Evidence from Managerial Learning Practices. Management Learning, 37(4), 455-473.  http://dx.doi.org/10.1177/1350507606070220 

Forcadell, F. & Guadamillas, F. (2002). A case Study on the Implementation of a Knowledge Management Strategy Oriented to Innovation. Knowledge Management And Process, 9(3), 1962-171.

Preskill, H. & Torres, R. (1999). Evaluative inquiry for learning in organizations. Thousand Oaks, Calif.: Sage Publications.

learning organization. *Consolidate research definitions organization learning. *Explain organization a learning organization (teaching federal government hospital). *Discuss advantages disadvantages organizational learning.
The learning organization

The modern day business climate is more challenging and dynamic and it forces the economic agents to seek alternative sources of strategic advantages. One example in this sense is represented by the enhancement of the emphasis placed on supporting learning and the continuous development of the organization of learning. While this concept is gaining more and more interest within the economic agents, it is also highly applicable within public entities, such as hospitals.

This project then starts at the premises that the concept of the learning organization is highly applicable in the context of the teaching federal government hospital. The purpose of this paper is that of supporting a higher understanding of the learning organization, in order to lead to a superior application within the real life situations.…...

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References:

Appelbaum, S.H., 2000, The competitive advantage of organizational learning, Journal of Workplace Learning, Vol. 12, No. 2

Dowshen, S., 2010, Questions and answers, Kids' Health,   last accessed on August 6, 2012http://kidshealth.org/parent/question/parenting/hospitals.html 

John, D., 2002, Organizational learning and effectiveness, Routledge

Karash, R., Why a learning organization?   last accessed on August 6, 2012http://world.std.com/~lo/WhyLO.html 

The primary reason for their achievements lays in the creativity and innovation brought in by CEO Howard Schultz, but also by the appropriate understanding and integration of theoretical managerial concepts. Two of the most relevant such concepts are the strategy development and the organization learning. The two concepts are interconnected and both rely massively on the firm's ability to analyze the internal and external environments and best adapt to the emergent changes in these environments: seize opportunities, minimize threats, maximize strengths and eliminate weaknesses.
eferences

Bryson, J.M., 2004, Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement, John Wiley and Sons

Easterby-Smith, M., Araujo, L., Burgoyne, J., 1999, Organizational Learning and the Learning Organization: Developments in Theory and Practice, SAGE

Enderle, ., March 22, 2004, Starbucks and HP: The Future of Digital Music, Tech News World, http://www.technewsworld.com/story/33164.html?wlc=1221127641last accessed on January 14, 2009

Harrison, .T., Leitch, C., 2008, Entrepreneurial…...

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References

Bryson, J.M., 2004, Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement, John Wiley and Sons

Easterby-Smith, M., Araujo, L., Burgoyne, J., 1999, Organizational Learning and the Learning Organization: Developments in Theory and Practice, SAGE

Enderle, R., March 22, 2004, Starbucks and HP: The Future of Digital Music, Tech News World,   accessed on January 14, 2009http://www.technewsworld.com/story/33164.html?wlc=1221127641last 

Harrison, R.T., Leitch, C., 2008, Entrepreneurial Learning: Conceptual Frameworks and Applications, Routledge

Management
Organization Learning

The efforts of a collective group of people can often transcend that of an individual; teams have been a functional part of the business culture for over twenty years with the goal of accomplishing just this feat. While "system thinking," "mental models" and "team communication" continue to hold great importance in the synergy of multi-contributor accomplishment, it hasn't proven to be quite enough.

Working teams accumulate an almost infinite amount of experiential knowledge. At the operations level, this accomplishes the ultimate goal: people are dramatically more effective at accomplishing their collective and individual goals and achieve a greater sense of satisfaction in the accomplishment. These teams, however, operate under a much larger canopy - that of the larger collective - the organization.

The enterprise - as a whole - has been largely overlooked when regarding the distinguishing characteristics of the institution. If the ethos of the entity is ignored, the…...

## Systemic Formulation: A Comprehensive Approach to Organizational Complexity

Systemic formulation is a powerful tool that enables a comprehensive understanding of complex issues within organizations. It considers organizations as dynamic, interconnected systems where individual elements influence and are influenced by the overall system. By adopting a systemic perspective, organizations can gain valuable insights into complex challenges and develop more effective solutions.

Understanding Organizational Complexity

Organizations are not static entities but rather complex, evolving systems. They are composed of multiple interconnected parts, including individuals, teams, departments, and external stakeholders. Systemic formulation recognizes the interdependence of these elements and their collective impact on organizational outcomes.

By....