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TOPIC 3: Organizational Learning (Knowledge Acquisition), IRENE VINCENT …
TOPIC 3:
Organizational Learning
(Knowledge Acquisition)
Definition
(Peter Senge, n.d) defined organizational learning as organizations where people continually expand their capacity to create the results they truly desire, where new expansive patterns of thinking are nurtured where collective aspiration is set free and where people are continually learning.
Organizational Culture
The ability of an organization to learn, develop memory and share knowledge is dependent on its culture.
5 principles of Organizational Learning (Senge, 1990)
1.System Thinking
the cornerstone of the learning organization
ability to figure out & address the whole situation
2. Personal Mastery
Develop capacity to clarify what is important to us in term of personal vision and purpose
Supported by individual commitment to one’s own growth and supportive environment of organization
3.Mental Model
beliefs and assumptions that hold about how the world works.
4.Building Shared
Emerges when everyone in an organization understands what it is trying to do.
5. Team Learning
-Experiences of a group of people working in something together.
6 AREAS IN GROUP CULTURE
Social integration
2.Personality and learning from previous cultures
3.Developing defensive approaches
Critical incidents
Impacts of the founders and key leaders
Impacts of the founders and key leaders
7 Dimension of Model of Organizational Intelligences By Karl Albrecht
1.Strategic Vision
2.Shared Fate
3.Appetite for Change
4.Heart (spirit)
5.Alignment and
Congruence (the structure, systems and rules)
6.Knowledge Deployment
7.Performance Pressure
(KPI)
8 Hallmarks of a Mentoring Culture
Accountability
Alignment
Comumunication
value and visibility
Demand
Multiple Mentoring Opportunities
Education and
Safety Nets
IRENE VINCENT
2020961059