Learning Organization

Introduced By: Abdulla M. Al Kuwaiti

Objective

By the end of the training session participants will be able to• Define the key dimensions of a learning organization.• Analyze and compare and contrast the different method

that facilitate learning in the organization.

Content

• What is Learning Organization?• Different setup for organization learning.• What is knowledge?• How organization share knowledge?• How organizations can store knowledge?

What Is Learning Organization?

• What people learn in organization (Maryam).• Changing and adapting organization (Mohammed).• A method of learning used in organization such as community of

practice or knowledge sharing (Tala).• Its All about encourage learning and sharing knowledge (Ghalia)• Exchange experience from senior employees to new employees (Alia)

Learning Organization: An organization that purposely design and construct its structure,

culture and strategy to enhance and maximizes learning's.

Types Of Learning Organization

Learning Organization

Exploration Exploitation

Introduce new activates to increase effectiveness.

improve existing activates to increase effectiveness.

Experiment using Strategic alliances and network, product team structure and cross-functional teams.

Might involves implementing TQM, continuous improvements and benchmarking.

Dimensions of the learning Organizations

• At individual level: Training, learning new skills abilities.

• At the Group level: such product team structure, teams, cross-functional departments and COP.

• At the organization level: Managers can promote learning through culture & structure the facilitate communication between individuals and groups.

• Interorganizational level: Organization Interaction with the environment and learning from others.

Interorganizational

Organizational

Group

Individual

How knowledge take place between them?

Example of knowledge Sharing at organizational level (Product Division Structure)

R & D

Tide Marketing

Ariel Marketing

Example of knowledge Sharing at Organizational level (Product Division Structure)

Performance

Innovation

Learning

New Products: Ariel concentrated, concentrated +, for Cold water, front washing machine, top washing machine, liquid, powder, oxygen power, foam power for color clothes, white clothes….etc.

Tide; 25%

Ariel; 33%

Other; 42%

Positive Competition

Learn from each other

Market Share

Panadol at Interorganizational level (Learn from others)

Panadol at Interorganizational level (Learn from others)

ArielAriel plus

Ariel Super Plus

Ariel For (white clothes – color clothes)

Ariel Gentle (for hand washing)

Ariel All in one (clean + smell)

Ariel 2 in one ( Cleaning + Freshness)

PanadolPanadol Extra

Panadol Ultra

Panadol (Day – Night)

Panadol Light (gentle on stomach)

Panadol All in One

Panadol 2:1 (Cold & Flue) (Cough & Cold)

Both of them are Low Differentiated Products

Knowledge Sharing At Group level

Knowledge Sharing at Group level(Community of Practice)

- Power

- Performance

+ Reliability

+ Power

+ Performance

- Reliability

Engine Engineers

Performance Engineers

PartsEngineers

Result of Sharing Knowledge

+ Power+ Performance+ Reliability+ Comfort

VS VS

Questions

• Knowledge is power for individual?• Knowledge is power for organizations?

Power of knowledge for industrial organization

1 ton scrap metal = 50001 ton of Remanufactured metal = 50,0001 ton of Horseshoes = 100,0001 ton of Shaving Blades = 1,000,0001 ton of Wrest watch hands = 3,000,0001 ton of Best Wrist watch hands = 100,000,000

Questions

Knowledge is power for organizations? Or Sharing that knowledge in organization is the power?

Is Sharing knowledge will Always Reflect a Good Performance in the Organization?

MarketingSales Manufacturing

Will Sharing knowledge Always Reflect a Good Performance in the Organization?

Design Team

Design Team Share their Knowledge and Ideas

Results

Market Share

Learning & innovation

Sales

Competitive Advantages Products are not focused

Product Cannibalization: du to lake of differentiation between them

Lack of competitive advantages lead to Lower sales and as a result lower market share

Same people responsible to design more than 60 different models from 3 different companies (no focus on the product)

Part B

Transferring knowledge

Data, Information and Knowledge?

Data Information Knowledge

unprocessed facts, example numbers.

data that has been interpreted so that it has meaning.

is a combination of information, experience and insight that help in decision making.

Can we store Data?Can we store information?Can we store Knowledge?

Experiment

• 4 Volunteers• Will see how the knowledge and word of the mouth is

transferred between individuals.

If Organization depends on people to share knowledge then what happens if these people leave the organization?

• Then the organization has to have a way store its knowledge.

Knowledge Embedded in Side a System

Knowledge Embedded in Side an Open Systems

(1. individual) (2. Group of the same field)

(3. Teams from different fields)

(4. Sum all together)

(5. Solid System)(6. System will live)

People leave the Org.

Dubai Ports World

Close System’s that Stores Knowledge

• Knowledge Management • Social media• Share folder• E-library • Documents and reports• Archives

Community of practice

Learn from others or benchmarking

Store knowledge in a system

Open SystemsClose Systems

Product Team Structure

Summary

Different methods facilitate learning in the organization

How organization can store Knowledge

Dimensions of Learning Organizations

Individual Level Group Level Interorganizational Level

Organizational Level

Examples

Thank you for listening

Learning outcome

Type of learning Description Example

Low Learning Outcome(Verbal information)

Define the key dimensions of a learning organization.

Key Dimensions of a learning organization

High Learning Outcome(Cognitive strategies)

Analyze and compare and contrast the different method that facilitate learning in the organization

Use different methods and examples to create a learning organization, experiment for knowledge transfer…etc

Learning Style Supported

• Diverges: viewing concrete situations from many different points of view.

• Assimilator: Theories, Abstract ideas and concepts(what is learning organization, dimensions of learning organizations).

• Converges: practical examples of ideas and theories(different application and examples of learning organizations from

different industries).

Learning Theories

• Reinforcement Theory: Asking participants, examples of positive and negative outcome of sharing knowledge in the organization.

• Expectancy Theory: • Build on prior knowledge (from the needs analysis).• Give Positive feedback.• Clarify expectations (Sharing knowledge will lead to a certain

performance).• Adult learning Theory: Pedagogical (learner depend on instructor).• Social learning Theory: people learn by observing others.• Information Processing Theory: The Experiment

Principles of Learning

• Feedback: both instructor and trainee give feedback to each other.• Reinforcement: Learning which is rewarded is more likely to be

retained.• Meaningful Material: material is related to trainees existing

knowledge and Use plenty of examples and illustration.• Multiple Sense Learning: Presentation methods which use more

senses are more effective than using one sense only (telling, showing, visual, effects, pictures