Enviar pesquisa
Carregar
Man org session 12_org learning_3rd august 2012
•
Transferir como PPT, PDF
•
0 gostou
•
310 visualizações
V
vivek_shaw
Seguir
Denunciar
Compartilhar
Denunciar
Compartilhar
1 de 15
Baixar agora
Recomendados
The painted sky executive coaching
The painted sky executive coaching
The Painted Sky
12
12
Hendra Hendi
Professional Manager
Professional Manager
Pedro Martin
Glowinkowski Solutions Booklet
Glowinkowski Solutions Booklet
SteveGlowinkowski
6 3
6 3
Deepak Kumar Nayak
Coaching and-mentoring
Coaching and-mentoring
lorrainejane
Lattrnlrndevr
Lattrnlrndevr
annamalai university
Social Connections II - Gaining Traction & Results from Collaboration Platfor...
Social Connections II - Gaining Traction & Results from Collaboration Platfor...
Stuart McIntyre
Recomendados
The painted sky executive coaching
The painted sky executive coaching
The Painted Sky
12
12
Hendra Hendi
Professional Manager
Professional Manager
Pedro Martin
Glowinkowski Solutions Booklet
Glowinkowski Solutions Booklet
SteveGlowinkowski
6 3
6 3
Deepak Kumar Nayak
Coaching and-mentoring
Coaching and-mentoring
lorrainejane
Lattrnlrndevr
Lattrnlrndevr
annamalai university
Social Connections II - Gaining Traction & Results from Collaboration Platfor...
Social Connections II - Gaining Traction & Results from Collaboration Platfor...
Stuart McIntyre
Group work facilitated by a group charter can create an efficient & effective...
Group work facilitated by a group charter can create an efficient & effective...
Ann Esarco
Sample essay on organization as a learning organization
Sample essay on organization as a learning organization
Academic Research Paper Writing Services
Pingthink executive coach
Pingthink executive coach
theagni
065 069 Tj May 2012
065 069 Tj May 2012
Dorothy Nesbit
Case Developping a Team of High Performance - Crescendo - Galderma Brazil
Case Developping a Team of High Performance - Crescendo - Galderma Brazil
Frédéric Donier
Coachsuperv
Coachsuperv
gaz12000
Changing the Currency: New Research on How Businesses Calculate the ROI of Ex...
Changing the Currency: New Research on How Businesses Calculate the ROI of Ex...
Andy Ramirez
Pathwise Leadership Development Program - Brochure
Pathwise Leadership Development Program - Brochure
Worthwhile
1. INOC Meeting - Dialogic Organization Development
1. INOC Meeting - Dialogic Organization Development
isb GmbH Systemische Professionalität
Linkage Leadership Institute
Linkage Leadership Institute
yavanian
Managers' roles in the facilitation of workplace learning
Managers' roles in the facilitation of workplace learning
Anoush Margaryan
Org devchrm
Org devchrm
SYed Hasan
Organizationdevelopment 131122044125-phpapp02
Organizationdevelopment 131122044125-phpapp02
Saurav Kumar
Leardership
Leardership
NadiaManullang
Barriers to-organisational-learning-
Barriers to-organisational-learning-
Will Doherty
Developing the leader as coach GRANT HARTLEY 2013
Developing the leader as coach GRANT HARTLEY 2013
Margie Hartley
Org change new
Org change new
Kapil Chhabra
72520239 organisational-behaviour-mba-text
72520239 organisational-behaviour-mba-text
anandvishnu
Breakfast Roundtable Outcomes
Breakfast Roundtable Outcomes
Kanchan Bose
Learning Organizations: Strategic Management
Learning Organizations: Strategic Management
Triune Global
Organizational Learning
Organizational Learning
ahmad bassiouny
EXPLORING THE INFLUENCE OF PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON FACULTY...
EXPLORING THE INFLUENCE OF PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON FACULTY...
indexPub
Mais conteúdo relacionado
Mais procurados
Group work facilitated by a group charter can create an efficient & effective...
Group work facilitated by a group charter can create an efficient & effective...
Ann Esarco
Sample essay on organization as a learning organization
Sample essay on organization as a learning organization
Academic Research Paper Writing Services
Pingthink executive coach
Pingthink executive coach
theagni
065 069 Tj May 2012
065 069 Tj May 2012
Dorothy Nesbit
Case Developping a Team of High Performance - Crescendo - Galderma Brazil
Case Developping a Team of High Performance - Crescendo - Galderma Brazil
Frédéric Donier
Coachsuperv
Coachsuperv
gaz12000
Changing the Currency: New Research on How Businesses Calculate the ROI of Ex...
Changing the Currency: New Research on How Businesses Calculate the ROI of Ex...
Andy Ramirez
Pathwise Leadership Development Program - Brochure
Pathwise Leadership Development Program - Brochure
Worthwhile
1. INOC Meeting - Dialogic Organization Development
1. INOC Meeting - Dialogic Organization Development
isb GmbH Systemische Professionalität
Linkage Leadership Institute
Linkage Leadership Institute
yavanian
Managers' roles in the facilitation of workplace learning
Managers' roles in the facilitation of workplace learning
Anoush Margaryan
Org devchrm
Org devchrm
SYed Hasan
Organizationdevelopment 131122044125-phpapp02
Organizationdevelopment 131122044125-phpapp02
Saurav Kumar
Leardership
Leardership
NadiaManullang
Barriers to-organisational-learning-
Barriers to-organisational-learning-
Will Doherty
Developing the leader as coach GRANT HARTLEY 2013
Developing the leader as coach GRANT HARTLEY 2013
Margie Hartley
Org change new
Org change new
Kapil Chhabra
72520239 organisational-behaviour-mba-text
72520239 organisational-behaviour-mba-text
anandvishnu
Breakfast Roundtable Outcomes
Breakfast Roundtable Outcomes
Kanchan Bose
Mais procurados
(19)
Group work facilitated by a group charter can create an efficient & effective...
Group work facilitated by a group charter can create an efficient & effective...
Sample essay on organization as a learning organization
Sample essay on organization as a learning organization
Pingthink executive coach
Pingthink executive coach
065 069 Tj May 2012
065 069 Tj May 2012
Case Developping a Team of High Performance - Crescendo - Galderma Brazil
Case Developping a Team of High Performance - Crescendo - Galderma Brazil
Coachsuperv
Coachsuperv
Changing the Currency: New Research on How Businesses Calculate the ROI of Ex...
Changing the Currency: New Research on How Businesses Calculate the ROI of Ex...
Pathwise Leadership Development Program - Brochure
Pathwise Leadership Development Program - Brochure
1. INOC Meeting - Dialogic Organization Development
1. INOC Meeting - Dialogic Organization Development
Linkage Leadership Institute
Linkage Leadership Institute
Managers' roles in the facilitation of workplace learning
Managers' roles in the facilitation of workplace learning
Org devchrm
Org devchrm
Organizationdevelopment 131122044125-phpapp02
Organizationdevelopment 131122044125-phpapp02
Leardership
Leardership
Barriers to-organisational-learning-
Barriers to-organisational-learning-
Developing the leader as coach GRANT HARTLEY 2013
Developing the leader as coach GRANT HARTLEY 2013
Org change new
Org change new
72520239 organisational-behaviour-mba-text
72520239 organisational-behaviour-mba-text
Breakfast Roundtable Outcomes
Breakfast Roundtable Outcomes
Semelhante a Man org session 12_org learning_3rd august 2012
Learning Organizations: Strategic Management
Learning Organizations: Strategic Management
Triune Global
Organizational Learning
Organizational Learning
ahmad bassiouny
EXPLORING THE INFLUENCE OF PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON FACULTY...
EXPLORING THE INFLUENCE OF PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON FACULTY...
indexPub
Leveraging Capabilities to become a Learning Organisation
Leveraging Capabilities to become a Learning Organisation
JNTU
Development of Administrative Theory
Development of Administrative Theory
Antwuan Stinson
Professional develp
Professional develp
Denna Stephens
New Ways of Learning: What the Professionals Say
New Ways of Learning: What the Professionals Say
Infor CERTPOINT
Organizational change and development
Organizational change and development
RajThakuri
Sdm Mysore Dec, 2012
Sdm Mysore Dec, 2012
dr m m bagali, phd in hr
Social learning at workplace
Social learning at workplace
National HRD Network
Integrated approach to leadership
Integrated approach to leadership
Hammaduddin
MGSLG Assessment for Learning and Impact
MGSLG Assessment for Learning and Impact
Education Moving Up Cc.
The Thoughtful Approach to Classroom Observations Webinar Presentation
The Thoughtful Approach to Classroom Observations Webinar Presentation
School Improvement Network
Global Leadership Research Project
Global Leadership Research Project
Colin McKillop
Mahmood Qasim slides on organizational culture for organizational behaviour s...
Mahmood Qasim slides on organizational culture for organizational behaviour s...
Mahmood Qasim
6 3
6 3
Ashish Kumar Yadav
Expertise and leadership
Expertise and leadership
noorain firdouse
Leading questions: Leading Answers: Sue Leather & Andy Hockley IATEFL 2013
Leading questions: Leading Answers: Sue Leather & Andy Hockley IATEFL 2013
Sue Leather
Debra magro how to grow leaders
Debra magro how to grow leaders
austinutmom
Organizations Development Approaches
Organizations Development Approaches
Tareq Hady
Semelhante a Man org session 12_org learning_3rd august 2012
(20)
Learning Organizations: Strategic Management
Learning Organizations: Strategic Management
Organizational Learning
Organizational Learning
EXPLORING THE INFLUENCE OF PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON FACULTY...
EXPLORING THE INFLUENCE OF PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON FACULTY...
Leveraging Capabilities to become a Learning Organisation
Leveraging Capabilities to become a Learning Organisation
Development of Administrative Theory
Development of Administrative Theory
Professional develp
Professional develp
New Ways of Learning: What the Professionals Say
New Ways of Learning: What the Professionals Say
Organizational change and development
Organizational change and development
Sdm Mysore Dec, 2012
Sdm Mysore Dec, 2012
Social learning at workplace
Social learning at workplace
Integrated approach to leadership
Integrated approach to leadership
MGSLG Assessment for Learning and Impact
MGSLG Assessment for Learning and Impact
The Thoughtful Approach to Classroom Observations Webinar Presentation
The Thoughtful Approach to Classroom Observations Webinar Presentation
Global Leadership Research Project
Global Leadership Research Project
Mahmood Qasim slides on organizational culture for organizational behaviour s...
Mahmood Qasim slides on organizational culture for organizational behaviour s...
6 3
6 3
Expertise and leadership
Expertise and leadership
Leading questions: Leading Answers: Sue Leather & Andy Hockley IATEFL 2013
Leading questions: Leading Answers: Sue Leather & Andy Hockley IATEFL 2013
Debra magro how to grow leaders
Debra magro how to grow leaders
Organizations Development Approaches
Organizations Development Approaches
Mais de vivek_shaw
Lecture 11 market structure- perfect competition
Lecture 11 market structure- perfect competition
vivek_shaw
Lecture 9 costs
Lecture 9 costs
vivek_shaw
Lecture 8 production, optimal inputs
Lecture 8 production, optimal inputs
vivek_shaw
Lecture 8 production, optimal inputs (1)
Lecture 8 production, optimal inputs (1)
vivek_shaw
Lecture 3 dds sand elasticity
Lecture 3 dds sand elasticity
vivek_shaw
Game theory 3
Game theory 3
vivek_shaw
Game theory 1
Game theory 1
vivek_shaw
Game theory 2
Game theory 2
vivek_shaw
Ford motors
Ford motors
vivek_shaw
Consumertheory1
Consumertheory1
vivek_shaw
Consumer theory 2
Consumer theory 2
vivek_shaw
Class2 market, demand and supply
Class2 market, demand and supply
vivek_shaw
Auctions 1
Auctions 1
vivek_shaw
Costs2
Costs2
vivek_shaw
Policy implications
Policy implications
vivek_shaw
Man org session 3-org and technology_5th july 2012
Man org session 3-org and technology_5th july 2012
vivek_shaw
Man org session 14_org decision making_16th august 2012
Man org session 14_org decision making_16th august 2012
vivek_shaw
Man org session 11 interorganizational relationships_2nd august 2012
Man org session 11 interorganizational relationships_2nd august 2012
vivek_shaw
Man org session 10_org control_27th july 2012
Man org session 10_org control_27th july 2012
vivek_shaw
Man org session 9_org culture_26th july 2012
Man org session 9_org culture_26th july 2012
vivek_shaw
Mais de vivek_shaw
(20)
Lecture 11 market structure- perfect competition
Lecture 11 market structure- perfect competition
Lecture 9 costs
Lecture 9 costs
Lecture 8 production, optimal inputs
Lecture 8 production, optimal inputs
Lecture 8 production, optimal inputs (1)
Lecture 8 production, optimal inputs (1)
Lecture 3 dds sand elasticity
Lecture 3 dds sand elasticity
Game theory 3
Game theory 3
Game theory 1
Game theory 1
Game theory 2
Game theory 2
Ford motors
Ford motors
Consumertheory1
Consumertheory1
Consumer theory 2
Consumer theory 2
Class2 market, demand and supply
Class2 market, demand and supply
Auctions 1
Auctions 1
Costs2
Costs2
Policy implications
Policy implications
Man org session 3-org and technology_5th july 2012
Man org session 3-org and technology_5th july 2012
Man org session 14_org decision making_16th august 2012
Man org session 14_org decision making_16th august 2012
Man org session 11 interorganizational relationships_2nd august 2012
Man org session 11 interorganizational relationships_2nd august 2012
Man org session 10_org control_27th july 2012
Man org session 10_org control_27th july 2012
Man org session 9_org culture_26th july 2012
Man org session 9_org culture_26th july 2012
Man org session 12_org learning_3rd august 2012
1.
MANAGING ORGANIZATIONS
Session 12: Organization Learning & Knowledge Management Sourav Mukherji PGP 2012-14 Section C & E Associate Professor of Organization & Strategy Term 1:June-September 2012 Indian Institute of Management Bangalore, India
2.
2 PERSPECTIVES ON ORGANIZATION
LEARNING Why is learning important for organizations? What impact is it having on organization structure and processes? When and how does an organization learn? How do you know that learning has happened? Do organizations learn or do individuals in organizations learn? How is organizational learning different from individuals learning in organizations? How can the process of organization learning be managed? How is learning related to knowledge, intellectual property? © S Mukherji
3.
ORGANIZATIONS LEARN TO
DEAL WITH CHANGE, 3 TO IMPROVE AND TO COMPETE BETTER Need for learning has induced structural changes Dynamic business conditions create problems of hardwiring work processes into formal structure and hierarchy Uncertainty has made it difficult to define „one-best-way‟ of doing things Locus of decision making is coalescing with locus of information acquisition and processing From traditional hierarchies… …to networked organizations Organizations are using semi-autonomous temporary structures such as teams and task forces to solve problems Knowledge intensive organizations prefer to have flatter organizations with less hierarchy Onus of learning and problem solving has now shifted to the individual employees from the senior management © S Mukherji
4.
4 LEARNING LEADS TO
CHANGE IN BEHAVIOUR Organization learning leads to improvement in performance Cognitive change links learning to behavioral change New Learning is linked to the concept of mental models. In the organization context, STIMULUS this is referred to as organization code, theory of business and some aspects of organization culture Old Organizations learn by changing their Similar Different collective business models BEHAVIOUR Converting individual learning into organization Which of the quadrants learning is one of the key challenges above represents of building a learning organization learning? © S Mukherji
5.
5 ORGANIZATIONS LEARN IN
VARIOUS WAYS Systematic problem solving Deming’s Plan-Do-Check-Act (PDCA) Hypothesis generation, testing and validation Error detection and correction / single loop and double loop learning Experimentation Exploration versus exploitation tradeoffs Incremental and disruptive innovations Learning from experience Organization memory Case studies, After Action Reviews Learning from success or failures Learning from others Transfer of best practices Acquisitions, grafting © S Mukherji
6.
6 THREE BUILDING BLOCKS
OF ORGANIZATIONAL LEARNING 1 A supportive learning environment 2 Concrete learning processes & practices 3 Leadership that reinforces learning Source: “Is Yours a Learning Organization?” D A Garvin, A C Edmondson & F Gino, Harvard Business Review, March 2008 © S Mukherji
7.
7 THREE BUILDING BLOCKS
OF ORGANIZATIONAL LEARNING 1 A supportive learning environment Psychological safety Appreciation of differences 2 Concrete learning processes & practices Openness to new ideas Time for reflection 3 Leadership that reinforces learning Source: “Is Yours a Learning Organization?” D A Garvin, A C Edmondson & F Gino, Harvard Business Review, March 2008 © S Mukherji
8.
8 THREE BUILDING BLOCKS
OF ORGANIZATIONAL LEARNING 1 A supportive learning environment Leaders actively question & listen to employees Leaders prompt dialogue & 2 Concrete learning processes & practices debate Leaders entertain alternate 3 Leadership that reinforces learning point of views Leaders encourage spending time on problem identification & reflection Source: “Is Yours a Learning Organization?” D A Garvin, A C Edmondson & F Gino, Harvard Business Review, March 2008 © S Mukherji
9.
9 THREE BUILDING BLOCKS
OF ORGANIZATIONAL LEARNING 1 A supportive learning environment Generation of knowledge Collection of information 2 Concrete learning processes & practices Transfer of information Application of knowledge 3 Leadership that reinforces learning This is the domain of organization‟s knowledge management practices Source: “Is Yours a Learning Organization?” D A Garvin, A C Edmondson & F Gino, Harvard Business Review, March 2008 © S Mukherji
10.
10 What exactly is
knowledge? What is its relationship to learning? How does one manage knowledge, as opposed to managing data or information? © S Mukherji
11.
11 FIRST INFLECTION POINT
IN KNOWLEDGE MANAGEMENT Organizations realize the need to customize knowledge management efforts based on nature of knowledge Significant part of knowledge is not easily amenable to articulation or documentation. Such knowledge is • complex, intangible and tacit • architectural and systemic • organizational specific • Less amenable to imitation • contextually embedded or spillover • causally ambiguous • Sustainable source of • private and path dependent competitive advantage • abstract and conceptual • Difficult to „manage‟ or „measure‟ • intuitive, expertise driven • holistic & evolutionary Such knowledge can only be shared or recreated by means of people-to-people or social interactions © S Mukherji
12.
12 CODIFICATION VERSUS PERSONALIZATION
Codifying knowledge in documents Making people to people connections and databases to gain from reuse for synthesis of expertise • IT based system for codification • Facilitative conditions for sharing of storage, dissemination and reuse knowledge that is tacit , complex of explicit knowledge and deeply rooted in context • Techniques for storage, classification • IT used for creating collaborative and retrieval platforms, social networks • Repeated application of standardized • Suitable in problem solving environments knowledge in industries where it is demanding generation of new easy to define „right knowledge‟ insights • Reward employees for contributing to • Reward employees for directly sharing and usage from the knowledge knowledge with one another repository Some organizations choose one over the other – others view them as evolutionary stages © S Mukherji
13.
KM IN STRATEGY
CONSULTING FIRMS 13 Codification : Anderson , E&Y Personalization : McKinsey, Bain High quality, reliable, fast IT Creative analytically rigorous implementation by reusing Competitive advice on high level strategic codified knowledge Strategy problems Reuse economics: Expert economics: - Invest once, reuse many times Economic - Customized solutions to novel problems - High ratio of associates / partners - Small teams, low associate/partner ratio Model - Large teams, maximize revenues - High profit margin People to documents: People to people: IT based KM system for codification KM - Develop networks for linking people storage, dissemination and reuse Strategy - Facilitative platforms for collaboration - Hire freshers suited to reuse of -Hire MBA‟s who like problem solving knowledge and implementation and have high tolerance for ambiguity - Train people in groups through -train people through one-to-one Human computer based distance learning mentoring - Reward people for using and Resources -reward people for directly sharing contributing to database knowledge with one another © S Mukherji
14.
THREE KEY COMPONENTS
OF WIPRO’S KM SYSTEM 14 1 2 3 Document repository Experts‟ Directory Collaborative Platforms Repository of all documents Domain specialists declare Creation of user groups having prepared by employees based themselves as experts. specific interest on their experience of solving Database maintains their problems profiles Any employee can join the discussion, even though they Historically divided between Queries are posted at the are not part of the user group documents related to system, or targeted specifically technology and those related to for an expert System maintains log of sales and marketing discussions for future System notes whether the references Collaterals, proposals, letter of expert has been able to solve references, updated information the problem. Measures level of Access privileges needed to make proposals and satisfaction of users presentations Reduce re-work, Make people to people Communities of increase efficiency connections practice © S Mukherji
15.
WIPRO ‘LET A
THOUSAND FLOWERS BLOOM’ 15 Knowledge networks / One to many Emails, Collaborative platforms Key issues encountered newsletters discussion logs data mining • Open access versus restricted access Document repository • Maintaining quality and credibility Expert locator / One to one Yellow pages • Incentives People to document People to people Over a period of time, people- to- people connection systems became more popular © S Mukherji
Baixar agora