Learning Organizations (Peter Senge) A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself.[1] Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment.[2] A learning organization has five main features; systems thinking, personal mastery, mental models, shared vision and team learning.[3] The Learning organization concept was coined through the work and research of Peter Senge and his colleagues [4] . It encourages organizations to shift to a more interconnected way of thinking. Organizations should become more like communities that employees can feel a commitment to.[5] They will work harder for an organization they are committed to.[citation needed] Development[edit]
eLearning Course Evaluation: The Ultimate Guide For eLearning Professionals You have spent a great deal of time and money while developing your eLearning course. But how can you know if it is effective? eLearning course evaluation allows you to assess the effectiveness of your eLearning deliverable and to keep improving it in order to offer your learners a powerful and memorable eLearning experience.
10 000 employees. No managers. Great results. 10 000 employees. No managers. Great results. Buurtzorg is one of the companies studied for Fredrik Laloux’s book “Reinventing Organizations”. I and Panu Liira visited Buurtzorg in November 2015 to see what it was all about. Agile Transition Why and How to do an Agile Transition Teams and organizations have their own unique reasons for wanting to become Agile. Reasons such as higher efficiency, better team performance, faster delivery and many others are often stated. What ever your reason, Agile will bring you better collaboration, communication and transparency. However, let it be said: There is no blueprint to becoming Agile. As your team or organization is unique, so to will be your Agile implementation.
Appreciative inquiry According to Gervase R. Bushe[1] (2013) "Appreciative Inquiry (AI) is a method for studying and changing social systems (groups, organizations, communities) that advocates collective inquiry into the best of what is in order to imagine what could be, followed by collective design of a desired future state that is compelling and thus, does not require the use of incentives, coercion or persuasion for planned change to occur." Developed and extended since the mid 1980s primarily by students and faculty of the Department of Organizational Behavior at Case Western Reserve University, AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and the strengths based movement in American management." Basis and Principles[edit] The Appreciative Inquiry model is based on the assumption that the questions we ask will tend to focus our attention in a particular direction.
eLearning Interactivity: The Ultimate Guide For eLearning Professionals Interactivity has been proven to have a significant impact on the effectiveness of the eLearning process. In this article you will find everything you need to know about eLearning interactivity, as well as the most essential ways in which eLearning interactive methods and techniques affect the learning process. eLearning interactivity is defined as the “dialogue” between learners and eLearning tools through which learners become engaged and involved in the eLearning process. It is a key element of the actual eLearning course design process, and it has proven to be a practice that adds outstanding value to your eLearning course. The eLearning Interactivity Levels
How To Eliminate Organizational Debt – The Ready Debt has been around for thousands of years. You borrow money. The lender charges interest until you pay the money back. Summits Blog Jason Mitchell is the head of the Social Cognitive and Affective Neuroscience Lab at Harvard University. He uses functional neuroimaging (fMRI) and behavioral methods to study how we infer the thoughts, feelings, and opinions of others (i.e., how we mentalize), as well as how we reason about counterfactual experiences. During Jason’s session on Day 1 of the 2010 Summit he explored the subject of “Making Sense of Others”.
Short Programs - MIT Professional Education Executives, managers, and practitioners worldwide come to courses offered by MIT Professional Education - Short Programs to gain crucial knowledge and take home applicable skills. Short Programs students learn from MIT faculty who are leaders in their fields from biotechnology to energy to systems engineering. You can spend five days studying controlled-release drug delivery with the biomedical engineering professor who invented it. Or focus a week on learning about radar by building and testing your own imaging radar system. Let MIT Professional Education - Short Programs help you take the lead in your organization.