PRESENTED TO: PRESENTED BY:

COURSE: SEMESTER: SUBJECT: DATE:

DR. AZIZ HAIDER MADEEHA RAUF RABIA QAMAR HUMAIRA HANIF MSBA(EVENING) 2ND SEMESTER LEARNING ORGANIZATION
27 -03-2012.
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STEP 2: PROMOTE THE POSITIVE

TEN STEPS TO LEARNING ORGANIZATION

Promote the Positive

Have clear picture of where your organization stands Change the attitude of people in organization Do not deny reality

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Making Change
How individual organization? action change the behavior & culture of

Example McDonald

Put action by cupping customer hand

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Whats the Message

Do change that people can enjoy & willing to make Why this small gesture appreciated by customers & copied by employees? This gesture implies change in attitude not in technique

Transactio n

Returning change

Transformation

Affirmation

Human interaction

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Art of Reframing
Reframing Step 1: Concentrate on Assessment Step 2: Comes opportunity to start change Positive attitude is must have 2 direction
1. Current reality

2.

Positive outcome

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Gloom about the Audit

What if you were to regard the audit as a way of collecting information that could be used by the whole company to keep tack of whats going on? Audit is a brain of organization

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Making the Silk Purse

Audit team should design its operations A sample of kind of innovation reframing What About your Team? Transforming the actual culture of organization to one which supports +ve personal interaction

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Establishing a culture of positive thinking

Respond Cooperatively by hand shaking

Folk on staff, co-workers manage the critical situation

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Manipulating the Prevailing Climate

A group mindset so deeply to imbued in the culture that is viewing by the majority Help is needed from all Quarters

Inability to relate positively to each other is severe cultural handicap

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Inconsistencies will be your worst enemy

On-again, off-again kindness does not work well Inconsistency is successful strategy for keeping enemy off balance Is Kitchen is little too hot? Criticism is appropriate when deserved

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The problem with put downs

Common currency of personal exchange in our culture

Sign of immaturity

Blocks the development of a more constructive culture

Blocks sophisticated organization culture

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If you are going to look like a fool, get paid for it

Look like foolish

Populous culture does not help in learning about good qualities

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The value of appreciation

Being too easy on folks around you

Provide unique excellence and good performance

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Okay, So its Mushy

Put downs is strong, feel mushy

Saying nice things to people instead of insult

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Respect begins with self respect

o Genuine respect for others and for oneself go hand in hand

o Hard to imagine in practice

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Finding the pony

Method of reframing called Finding the Pony

Learn to reframe anything without losing sight of difficulties in current situation

Basic attitude is respect and admiration

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The McCloud Dilemma

Regarding Reframing
If you become a really reframer, you might also become threat to your friend and neighbors

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The Almighty shoulder chip

Chip provide enough firewood for an entire winter

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Lines from W.S. Gilbert

Oh, dont the days seems lank and long When all goes right, and nothing goes wrong And isnt your life extremely flat When you ve nothing whatever to grumble at?

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Polishing your reframing technique

Dont turn off the people, trying to change

Successful reframing requires conviction and ease

Seem little nervous, so inviting resistance

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The art of dealing with put downs

Avoid defensiveness, adopt attitude taught in some of marital arts

Leaving you unruffled

Use the energy of your opponent to win

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Group Reframing Activities

o Train teams to listen to new ideas positively

o When need to improve, reframe them in more effective direction

o Allow people more time to reflect and to be hard in group meeting

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The Good & New

Best tool for teaching reframing

To share good & new habits by whole group

Good & new is powerful

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The koosh as moderator

Helps keep order while increasing the sense of well- being
Every one have a chance to speak at least one

Facilitate communication

Three nice things

Opportunity to appreciate things that never have been mentioned before.

Renew energy for days activities.

Abusing the good & new

When GOOD & NEW use rigidly it undermine the spirit intended to create. Increase anger or resentment. Thinking it unimportant or embarrassing and avoid deliberately

The ripple effect

Positive attitudes, positive interactions between people, & positive climate within organization all are interrelated. Changes large & small within organization have ripple effects.

The story of rob, who gave up his bid for martyrdom

Transition to a new system
Increase sense of self- worth Bring greater efficiency & effectiveness

Its a new kind of employee involvement Employee involvement strengthens positive atmosphere.

The GM Lakewood story

1. 2. 3. 4. Take risks, accept responsibility, & be accountable. Promoting unity, trust, pride, & dedication to your mission. Treated everyone with dignity, honesty, & respect. To promote good communication among all employees.

The necessity of multiculturalism

Multi- culturalism begins when we each appreciate the legacy of our own culture. Everyone give the same degree of respect to others culture. Dominant vs. Non- dominant cultures.

Speaking out for greater understanding

It leads to a powerful learning experience for all. Speak out begins when ill- treated person feels safe enough to tell the group about it.

The purpose of the speak out is to inform others about feelings, and enhance learning to improve the situation.

Dont mix multi- culture & political issues

Multi- cultural issues are never confused with political ones. Minority ethnic or religious group or working class family never be allowed to feel inferior or dishonor.

Succeeding at step two

Revisit the assessment.

Evaluation process, then step 2 has been accomplished.

Regular maintenance, revisiting & re-evaluation

REFERNCES
Ten steps to a learning organization by peter kline & bernard saunders. Patricia M. Carrigan, Up From the Ashes, O.D. Practioner, Vol. 18, No.1, March, 1986,pp.2-3. John Hillkrik And Gary Jacobson, Grits, Guts, And Genius (Boston: Houghton Mifflin, 1990), pp.101-103.

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