fire staion

managment information system and organiztional learning

week3 :reflection of organiztional learning(OL) and learning organizaton(LO)

week3 :reflection of organiztional learning(OL) and learning organizaton(LO)

Review of the concept:





Definition of 　Chris Argyris and Donald Schön
for organiztional learning(OL)( 1978) is "to detect and collect the error "








In 1993.schwandt definte "organiztional learning(OL)"
as a "systems of action,acotors,symbols,process that can turn information to valued knowledge,which increase its long run capacity."

Schwandt,D.R.,Marquardt Michael J.,Organizational Learning:from World Class Theories to Global Best Practices,Boca Raton,Flat:St.Lucie Press,2000(chapter2&chapter
3)
reflection1:The suifficient requirement to turn "organiztional learning(OL)" suceesful

Since "organiztional learning(OL)"were stated as a "systems of action,actors,symbols,process that can turn information to valued knowledge,which increase its long run capacity.",i agrees that it will take a long time and need different input as the elements ,to develop it appropriately.To detect errors and find out the soultion,it takes times and experience for the members in the organizatiob to made better pratices.


for the managements ,they should contribute their effort,resource and confidence to their subordinates for devleoping organiztional learning(OL).Like reserach and devlopment(R&D),a sucessful organiztional learning(OL) cannot produce instant outut ,since knowledge are intangible and need time to build up.
The managements should not just concern only the outcome but neglect the process of the organiztional learning(OL).They should make encouragement to their subordinates ,by the means of external rewards and internal rewards(mental appreication) .Also,the management should be able to accept the reasonable mistake occuerd in the organiztional learning(OL) maded by their subordinates.

For employees ,they should understand the importance of "learning ,unlearing and relearning".In the recent years,due to the uncertainity of the changing environment ,the update of the technology,the employees should get themseleves to create knowledge production by rectiftying their know how by different perspectives.

reflection2:relationship between organizational learning(OL) and learning organizaton(LO)


Senge(1990) stated,for a learning organizaton(LO),it will be "continous enhancing their capacity to create what thgey wanted to create" and
"only sustainable source of compative advantages"


McGilll(1992) "learning organizaton(LO) -a company that can respond to new information"

For my opinion,if the mechanism of the organizational learning(OL) are build well,which encourage the share of knowledge,it can bring learning organizaton(LO)to value added.It will include the using the feed back of the members from the learning organizaton(LO) and find out the deviations from the expectations and the actual outcomes.

According to the oraganiztional history,experience ,rules,story,not only the existing members will be affected,but also potential members which may join in the future would be influenced,BY the organiztional memory.

The leave of the members in the learning organization will not affect the ability of organizational learning(OL),since for those who are reminding will keep or adjust their learning style by unlean or relearn,which to forget some irrelevane experience and deliver a useful one.

reflection3:.Can the importance to develop a learning organization be realized?

For my opinion,it can be applied to the reality,which can observed by their pattern of behaviour with respct to their attitude to learn.

For those company which can utizile organiztional learning(OL) well,they will find out the reason that the changes are necessary and plan how to make it properly.They will have the instrince learning incentive.These can be a comparative advantages,which can bring a proactive attitude for the member of the company to get their opportunity before their competitors did.

But for those company which refued to make organiztional learning(OL)
they will just passively accept the change,which are just pushed by the external environment to do so.They wont have any anlaysis for "why and how to change",and they are just a follower of others,which may just undergoing"learning of copying"