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A Primer on Organizational Learning

Organizational learning is the ability of an organization to gain insight and understanding from experience through experimentation, observation, analysis, and a willingness to examine successes and failures. There are two key notions: organizations learn through individuals who act as agents for them; at the same time, individual learning in organizations is facilitated or constrained by its learning system.
Uploaded by celcius233 on 12/14/2009
Digital publication details: 6 pages.

On Organizational Configurations

To manage organizations in ways that will make our society manageable, we need to spark innovations in management. Consider the organization in which you work. What configuration does it have and what does that tell you? What might you do to enhance the strengths and minimize the weaknesses of its structure?
Uploaded by celcius233 on 02/14/2012
Digital publication details: 6 pages.

goFLUENT - How to Implement Mobile Learning In Global Organizations

goFLUENT - How to Implement Mobile Learning In Global Organizations
Uploaded by gofluent on 04/30/2012
Digital publication details: 9 pages.

Drawing Learning Charters

Despite competing demands, modern organizations should not forget that learning is the best way to meet the challenges of the time. Learning charters demonstrate commitment: they are a touchstone against which provision and practice can be tested and a waymark with which to guide, monitor, and evaluate progress. It is difficult to argue that what learning charters advocate is not worth striving for.
Uploaded by celcius233 on 10/14/2009
Digital publication details: 5 pages.

Action Learning

Action learning is a structured method that enables small groups to work regularly and collectively on complicated problems, take action, and learn as individuals and as a team while doing so.
Uploaded by celcius233 on 11/14/2008
Digital publication details: 5 pages.

Forestalling Change Fatigue

It is a given that organizational change affects people. It is people, not processes or technology, who embrace or not a situation and carry out or neglect corresponding actions. People will help build what they create.
Uploaded by celcius233 on 12/14/2010
Digital publication details: 5 pages.

Learning Histories

How can we gauge the successes and failures of collective learning? How can the rest of the organization benefit from the experience? Learning histories surface the thinking, experiments, and arguments of actors who engaged in organizational change.
Uploaded by celcius233 on 11/14/2011
Digital publication details: 5 pages.

E-Learning and the Workplace

Many work arrangements discourage learning. In organizations, classroom instruction is obviously not the most efficient method. However, if e-learning is to justify the publicity that surrounds it, there is a great need to understand its organizational environment and to evolve design principles.
Uploaded by celcius233 on 11/14/2010
Digital publication details: 7 pages.

Embracing Failure

Success is a process and failure on the way is an opportunity. Successful individuals, groups, and organizations fail well.
Uploaded by celcius233 on 02/14/2010
Digital publication details: 5 pages.

Dimensions of the Learning Organization

Organizational learning is still seeking a theory and there can be no (and perhaps cannot be) agreement on the dimensions of the learning organization. However, useful models associated with learning and change can be leveraged individually or in association to reflect on the overall system of an organization.
Uploaded by celcius233 on 04/14/2009
Digital publication details: 8 pages.
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