Orginal Post:

Orginal Post: 

According to Peter Senge learning, organizations are the "organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning to see the whole together."

Thus, in the culture of any companies reflect its values, beliefs, and behaviors of the workforce. Thus, the culture of DreamWorks Animation is the creativity that is the most important traits that they look for when hiring someone. Moreover executive of DreamWorks encourages employees to take risks and give staff members to take spontaneous discussion.

Five things that should be mastered when introducing learning into an organization are as follows:

Systematic thinking: It deals with the ability to think big. Concentrating on process rather than events, complex problems. It helps the team to unveil hidden facts, explore new ideas, and influence change.

Personal mastery: It deals with accessing how much an individual is aware. How much an individual knows about themselves and the impact of their behavior on others. It involves being more realistic, focusing on becoming best person, commitment, and excitement in their career that can help to use its potential.

Mental Moods: It includes values, beliefs, mindsets and assumption that determine the way people think or act. Thus before introducing any changes, the organization needs to ensure that behaviors of its employees are authentic, congruent and principles.

Building shared visions: The major question that needs to be answered before introducing the change is “what do we want to create together”? Therefore, an organization needs to build shared understandings and commitments before introducing changes.

Team learning: This starts when an individual as a team start to think together, share their experience, insights, knowledge and skills with each other about how to do the things in a better way.

Some of the ways by which an organization tries to overcome the resistance to changes are as follows:

Effective communication: Managers work efficiently to communicate its planned switch to each of its employees. They also explain the steps or process by which the change will be incorporated. Positive, as well as negative aspects of the planned change, are also described o the employees.

Facilitation and support: Manager supports the decisions and recommendation of employees. As well as support them in implementing the change.

Effective Leadership: Manager needs to be highly motivated and self-controlled so that he/she can guide and divert the workforce to implement the change.

Participation and involvement: Manager involves the employees in the decision-making process. This relationship helps to gain confidence and support of employees in the process of change.

Coercion: Manager may resort to coercion if all other method fails. This is the negative process whereby employees are threatened or punished to do work. Some of the ways by which employees can be coercion are a demotion, dismissal of employee, loss of job, transfer of employees who stand in the way of change. 

Reference:

Schermerhorn, J. (2011). Organizational behavior and management. Hoboken, NJ: Wiley Custom Learning Solutions. ISBN-13:9780470942710 (Includes modules 1-8.)

Excellent work. There is no doubt that organizations and workers of all types today must continually adapt to new situations if they are to survive and prosper over the long run - this is a reality of the new workplace. Senge identifies the following core ingredients of learning organizations:

1. Mental models—everyone sets aside old ways of thinking.

2. Personal mastery—everyone becomes self-aware and open to others.

3. Systems thinking—everyone learns how the whole organization works.

4. Shared vision—everyone understands and agrees to a plan of action.

(p. 65)

PROFESSOR ASKED THIS FOLLOW UP QUESTION TO MY DQ: (And this is what I need answered)

Class, how are these ingredients represented in your organization (or how could they be)? What types of learning are available or required for employees in your organization?  Does it facilitate and/or encourage employees to embrace change?  How so?

Schermerhorn, J. (2011). Organizational behavior and management. Hoboken, NJ: Wiley Custom Learning Solutions. ISBN-13: 9780470942710 (Includes modules 1-8.) (Available as eBook.)