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TUTORIAL 4, Promote healthy competition - Coggle Diagram
TUTORIAL 4
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- Elaborate 3 wanted and 3 unwanted behaviour in learning organization (read last slide of chapter 3 lecture note)
Unwanted Behaviour
Unwanted behavior in learning organization is repeating the same mistake. An employee or employer who behaves like this will not succeed in improving his own performance and elevating the image of the organization. This is because they do not learn something new when they often repeat the same mistakes in completing a given task. To acquire new knowledge in the organization, they must learn from the mistakes they make. Therefore, the behavior of repeating the same mistakes is highly unwanted in learning organizations because such attitudes will restrict or even cripple the organization to develop and acquire new knowledge.
Waiting for others to do it is one of the unwanted behaviors in learning organizations. This is because the behavior sees an individual as not trying to tell the knowledge he or she knows to give to others in the organization. This is an obstacle to learning organizations in ensuring that every employee and employer acquire new knowledge from each other. At the same time, it shows individuals who behave in such a way are very unproductive and passive in solving problems that occur in the organization. Therefore, such behavior is highly unwanted by learning organizations because it does not help the organization to thrive in addition to always being an organization that imparts knowledge and experience to employees in the organization.
Justifying actions / blaming other people or events is among the unwanted behaviors in learning organizations. In a learning organization, every employee and employer will always strive to gain new knowledge in improving and enhancing the quality of their work. However, when there is behavior that often justifies wrong actions or often blames others for their own faults, it shows the refusal of an employee or employer to learn or accept something new knowledge. Such an attitude is very contrary to the goals of the learning organization which seeks to ensure that employees and employers always acquire knowledge during or after performing an action related to the organization. Thus, behavior that justifies the actions or blames others for one’s own mistakes is a selfish and unwanted behavior in a learning organization because it will adversely affect the performance of the organization and other employees.
Wanted Behaviour
In a learning organisation, asking questions is one of the wanted behaviour. By asking questions, we could learn more about the difficulties we are dealing with and develop better solutions. This is because many people spend too much time and energy solving problems and challenges. This is a waste of time and unproductive. Therefore, asking questions will ease the problems encountered.
Taking the risk also is one of the wanted behaviour. Taking risks is a strategy for achieving objectives where it will face the dread of uncertainty requires guts. Taking risks can also help you develop skills and increase your chances of achieving future goals. Everyone who takes the risk will go through the process regardless of the outcome and the outcome will be more robust and confident.
Admitting inadequacies and mistakes is among the wanted behaviour in learning organisation. The willingness to accept mistakes demonstrates one's honesty and courage. It is never simple to admit own faults. It takes a lot of bravery and motivation. When people are brave enough to confess fault, their powerful and bold characteristics shine through. People begin to trust someone as a response to their honesty. Therefore, individuals can avoid losing their reputation.
4. What technological infrastructure support the organizational infrastructure in the organisation of your choice.
Life Cycle of Steel Technologies
Tata steel also uses the Life Cycle Assessment (LCA) to evaluate the environmental impact of their products considering its various life cycle stages. It is important because Tata Steel is always carrying out various initiatives to develop sustainable products and demonstrate its benefits to stakeholders. Hence, Tata Steel was developing high strength steel, offering new solutions in the construction and retail segment are some of our initiatives towards resource efficiency. Tata Steel ensures that the technologies and processes used to manufacture products must optimise resources and be efficient.
Leverage Digital Technology
Tata steel leverages digital technology as the infrastructure to attain technology leadership in the Industry 4.0 era and drive innovation because digitalisation is critical. Therefore, the leadership in steel technology always prepares for disruptions in the future with the ability to innovate and develop new products, improve processes, develop technologies and transform business models.
Knowledge Management Program
Tata steel uses the knowledge management program for a brief timeline of its KM journey, a description of its key KM tools and approaches, and a summary of business results and critical success factors. It is easy for this organization to manage their information to make sure their employee can know the information and data without needing to give the briefing. It can show that Tata Steel earned APQC’s 2020 Excellence in Knowledge Management Award in honor of achieving Level 4 on APQC’s KM Capability Assessment at the enterprise level.
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