Requirements of an Effective Learning Organization
| 9/9/2012 |
Requirements for an Effective Learning Organization
My philosophy of an effective learning organization is one in which there is a culture of ongoing training and sharing of information to assist individuals in growing and reaching their potential. Employees are empowered to share ideas and take as many risks they can handle, as valued members of the organization. The organization embraces and encourages change. Thinking is focused on the organization as a whole, considering the impact of decisions on other units, with the understanding that no part is primary. (infed.org)
In an effective learning organization, teams of employees are formed to work together, facilitated by a team leader, without the typical hierarchy and control common to a classical organization. Team members share a common goal and work together with openness, trust and respect, expressing their opinions and challenging each other 's creativity.
Managers, or team leaders, act as facilitators, working to provide an environment where employees can be creative. They embrace change, as does the organization. Managers work to instill the values and goals of the organization in the day-to-day operations of their team. They follow moral and ethical codes that are an example for employees and consistent with those of the organization. (Larsen, McInerney, Nyquist, Santos, & Silsbee)
Apple is a company which I consider to be an effective learning organization. Steve Jobs introduced a defined goal for the company, which was fluid and evolved as time and technology dictated, but remained constant with his vision to make great products. Employees work as teams to reach a common goal for the organization as a whole. (Fortune, 2009)
Theoretical Support
My philosophy is most similar to the Human Relations Management Theory, of which Abraham H. Maslow and Douglas McGregor are considered the primary theorists. Maslow 's Hierarchy of Needs includes physiological needs,
Requirements for an Effective Learning Organization
My philosophy of an effective learning organization is one in which there is a culture of ongoing training and sharing of information to assist individuals in growing and reaching their potential. Employees are empowered to share ideas and take as many risks they can handle, as valued members of the organization. The organization embraces and encourages change. Thinking is focused on the organization as a whole, considering the impact of decisions on other units, with the understanding that no part is primary. (infed.org)
In an effective learning organization, teams of employees are formed to work together, facilitated by a team leader, without the typical hierarchy and control common to a classical organization. Team members share a common goal and work together with openness, trust and respect, expressing their opinions and challenging each other 's creativity.
Managers, or team leaders, act as facilitators, working to provide an environment where employees can be creative. They embrace change, as does the organization. Managers work to instill the values and goals of the organization in the day-to-day operations of their team. They follow moral and ethical codes that are an example for employees and consistent with those of the organization. (Larsen, McInerney, Nyquist, Santos, & Silsbee)
Apple is a company which I consider to be an effective learning organization. Steve Jobs introduced a defined goal for the company, which was fluid and evolved as time and technology dictated, but remained constant with his vision to make great products. Employees work as teams to reach a common goal for the organization as a whole. (Fortune, 2009)
Theoretical Support
My philosophy is most similar to the Human Relations Management Theory, of which Abraham H. Maslow and Douglas McGregor are considered the primary theorists. Maslow 's Hierarchy of Needs includes physiological needs,
Bibliography: Fortune. (2009). Friedman, H. H., & Awoo, T. (2002). Workplace Diversity: The Key to Survival and Growth. Retrieved September 9, 2012, from University of West Georgia: http://www.westga.edu/~bquest/2002/diversity.htm Hartmann, S. W. (n.d.). Management Theory. Retrieved Sept 6, 2012, from Association of Management/International Association of Management: http://www.aom-iaom.org/archives.html infed.org. (n.d.). Peter Senge and the Learning Organization. Retrieved Sept 4, 2012, from infed.org: http://www.infed.org/thinkers/senge.htm Larsen, K., McInerney, C., Nyquist, C., Santos, A., & Silsbee, D. (n.d.). Learning Organizations. Retrieved September 4, 2012, from Leeds School of Business, Colorado University - Boulder: http://leeds-faculty.colorado.edu/larsenk/learnorg/index.html Lenenburg, F. C. (2010). The Demise of Bureaucracy and Emergent Models of Organizational Structure. Retrieved September 6, 2012, from National Forum: http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20The%20Demise%20of%20Bureaucracy%20Schooling%20V1%20N1,%202010.docx.pdf