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Chapter 5 Learning Organ is at Ions

Chapter 5 Learning Organ is at Ions

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Published by manojpatel51
these are the notes for the subject Indian management thoughts and practices.
these are the notes for the subject Indian management thoughts and practices.

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Published by: manojpatel51 on Mar 14, 2009
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11/19/2012

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CHAPTER – V
LEARNING IN ORGANIZATIONS
IMPORTANCE OF LERNING IN ORGANIZATIONS
Learning is defined as a process where a living beingexperiences certain relationships between events and isable to recognize an association between events and asa consequence the subject’s behaviour changes becauseof the experience. More simply, learning is the processof recognizing how a living being’s action changes itsenvironment, other being’s actions etc.All living things can learn. There are two basic stages of learning namely:
Acquisition
Maintenance.When an individual is first learning something, this iscalled the acquisition stage. This stage of learning isusually gradual. Once armed with new information, anindividual will act on the new information when it isappropriate. This is known as the maintenance stage.Learning begins to plateau during the maintenancestage.Learning is the most powerful, engaging, rewarding andenjoyable aspect of our personal and collectiveexperience. The ability to learn about learning and
 
become masters of the learning process is the criticalissue for the next century. Too often our understanding of learning has beenrestricted by concepts of training of school/universityexperiences, or of a sense of inadequacy in meetingother’s expectations of what we should know. Learningis often seen as education and training and asunrelated to daily life and work. It is sometimes used asa way of unfairly discriminating between individualsthrough systems of accreditation which are often felt tobe unrelated to real needs. The biggest missed opportunity for policy makers andleaders in organizations is the failure to capitalize on thecollective learning ability of people. Organizationalleaders need to harness relevant knowledge andexperience so that the organization as a whole and thepeople who comprise it can learn more effectively. Thesame principle applies at community national andinternational levels. Every person, team andorganization both survives and progress through theability to internalize and act upon this fundamentaltruth. The main objectives of learning are as follows:
 The primary objective of learning is to gainknowledge the knowledge of organizations, itspolicy, its objective, environment, mission, peopleand so on.
 
Secondly, learning helps to develop skills. One of the most commonly applied methods is trainingand development programme. Organizations haverealized the importance of in-house and outsidetraining both at entry level and at different levels of employees’ career growth. ‘Applied knowledge ispower’. Skill facilitates application of knowledge.
 The long-term objective of learning is to createdesirable changes in the organization. The entireobjective of organizational learning is to createnecessary change.
The nature of learning
Learning has a number of key facets:
Learning is complex and various covering all softsof things such as knowledge, skills, insights,beliefs, values, attitudes and habits.
Learning is individual and can also be collectivelygenerated in groups and organizations.
Learning can be triggered by any experience – failures, successes and anything in between.
Learning is both a process and an outcome.
Learning may be incremental, adding cumulativelyto what has previously been learned, or it an betransformational.

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