Learning organizations
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Transcript of Learning organizations
Learning
Methods to Analyze the Learning ProcessBEHAVIOURIST(STIMULUS-RESPONSE)
COGNITIVE
(INFORMATION PROCESSING)
Reinforcement Regimes+ REINFORCEMENT: ACTIONS THAT ARE REWARDED TEND TO BE REPEATED
- REINFORCEMENT: ACTIONS THAT ARE PUNISHED OR IGNORED WILL NOT POSSIBLY BE REPEATED.
Learning theory
IVAN PAVLOV 1849-1936 PAVLOVIAN CONDITIONING
BURRHUS FREDERICK SKINNER1904-1990 SKINNERIAN CONDITIONING
NORBERT WIENER1894-1964 CYBERNETIC ANALOGY
Schedules of Reinforcement
FIXED VARIABLE
RATIO Completion of a constant number of responses
Completion of a changing number of responses
INTERVAL Reinforces the first response after a constant amount of time
Reinforces the first response after a changing amount of time
The Fifths discipline
Learning organization
Personal mastery
System thinking
Mental models
Shared vision
Team learning
Single and double loop learning
Single loop
Double loop
www.annhowlett-foster.com
Knowledge
• Tacit (Eastern/Japanese) – «invisible», face to face,
personal, subjective
http://www.eventbrite.ca/e/knowledge-exchange-meetup-for-young-leaders-using-linkedin-for-strategic-networking-tickets-13100298345
• Explicit (Western)– «visible», formal, sharing via
media, can be reused
95% 5%
Matsushita Electric Industrial
Understudied with a hotel
Observing the process of making dough
Found a technical secretby observing the chef
To develop a new home bread-making machine
Nonaka’s 4 Step Process Knowledge Creating
TACIT EXPLICIT
TAC
ITEX
PLI
CIT
360 feed back
Employee
Peers
Subordina-tes
Managers
Customers
Direct reports
Team members
How organizations learn?
http://peeragogy.org/peer-learning-overview/
• Trust/ peer approval
• Monitor performance
• Reward frequently
Recruitment:
Refer a friend
2/3 peer voters
Peer monitoring
http://www.huffingtonpost.com/2013/09/29/googles-jolly-good-fellow_n_3975944.html
> 1,000 Google employees:
emotional intelligence training program
How organizations learn?
Bersin by Deloitte High-Impact Learning Organization Maturity Model
Learning Culture, Expertise Sharing
Integration with Talent Strategies
Corporate LMS
Administration, Tracking
Level 4: Organizational Capability
Level 3: Talent & Performance Improvement
Level 2: Training & Development Excellence
Level 1: Incidental training
http://cd010.k12.sd.us/build_brain_cells.htm
Future of learning
Command & Control
Formal classes
Rigid work hours
Citadel mentality
Learning is work
Information
selectivity shared
Hierarchical
Primarily national
Bricks & mortar
Decentralized
Work anytime
Information freely shared
Clicks & virtual
Work anywhere
Work is learning
Matrix
organization
Informal
classes
Importance of
results
Absolutely global
Industrial Economy Knowledge Economy
Future of learning
http://greencollartech.com/educational-opportunities#axzz3XClAzC6r http://www.theguardian.com/commentisfree/2014/jan/06/artificial-intelligence-understanding-big-data
Sustainability Artificial intelligence
origami task
How we learn?