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Organisasi Pembelajaran PDF
Organisasi Pembelajaran PDF
ABSTRACT
The Learning Organisation concept has been discussed as early as in the 1960s. However, this
concept became very popular in 1990 when Peter Senge published his book entitled The Fifth
Discipline: The Art and Practice of the Learning Organisation. The impact and importance
of Learning Organisation is widely accepted by many scholars and managers. Learning
Organisation is entrusted as an imperative strategy for organisations to face challenges as
well as competition by enhancing their employees' knowledge and skills as these knowledge
and skills are the strategic resources of the organisations. There are many models of Learning
Organisation. To keep the subject matter brief and precise, this article merely explains and
discusses the Learning Organisation Model introduced by Peter Senge. This article explains
the basic concepts related to Learning Organisation. Among the related concepts discussed
are: The Differences Between Learning Organisation and Organisational Learning, Types
of Knowledge, Level of Learning Involved, Types of Learning or Learning Cycles, Building
Block of Learning Organisation, The Importance of Learning Organisation, The Perception of
Organisational Learning and Formal Training, Challenges and Obstacles in Developing and
Enhancing Learning Organisation Culture, and finally, this article also provides examples of
Learning Organisation programmes which could be implemented by organisations.
PENDAHULUAN
104
Berdasarkan beberapa definisi dan konsep yang dikemukakan di atas maka
jelaslah bahawa organisasi pembelajaran merupakan sebuah organisasi yang
menjadikan pembelajaran sebagai budaya di kalangan warganya. Pihak
pengurusan atasan menggalak warga organisasinya untuk meningkatkan
pengetahuan dan kemahiran serta memberi nilai yang tinggi terhadap aktiviti
pembelajaran. Pihak pengurusan atasan sentiasa menyokong pembelajaran
warga organisasi dengan menyediakan pelbagai kemudahan untuk mereka
maju dan membangun selari dengan perkembangan semasa. Segala yang
dipelajari dikongsi bersama, kemudiannya diadaptasi dan diaplikasikan dalam
organisasi untuk mencapai matlamat diri dan organisasi secara serentak.
Pendapat tersebut selari dengan penemuan hasil kajian yang dibuat pada
tahun 2007 di kalangan pengurus sektor awam di Malaysia. Hasil kajian
tersebut menunjukkan bahawa organisasi pembelajaran secara langsung
Gambar Rajah I
PERSEPSI MENGENAI PEMBELAJARAN
ORGANISASI DAN LATIHAN FORMAL
Persepsi Realiti
Pembelajaran Organisasi
Pembelajaran kumpulan,
Pusingan kerja, Dialog a
perbincangan, Coaching Et
Mentoring, KIK, VIC dan
Pengetahuan Tasit
sebagainya (melibatkan
sebahagian besar
pengetahuan tasit)
Latihan Formal
(Melibatkan sebahagian
besar pengetahuan
ekspilisit)
CL
106
diperolehi daripada pengetahuan yang baru akan mendorong warga organisasi
mempelajari sesuatu yang lebih baru (Senge, 1990).
Gambar Rajah II
JENIS-JENIS PEMBELAJARAN ORGANISASI
Reflection, analysis,
and creation of a Goals Actions Results
framework of meaning
Single-loop
Double-loop
I
Deutero-loop
Sumber: Probst Et Buchel, 1997
KATEGORI PENGETAHUAN
Individual Team/Group
Learning Learning
Shared Vision
108
• Penguasaan Diri (Personal Mastery)
110
• Menggalak penghargaan kepada kelenturan (flexibility) dan
pembelajaran
• Menggalak inovasi
112
• Mempermudah penyebaran maklumat dan pengetahuan
PENUTUP
114
RUJUKAN
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Hill.
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116
Bil. Aktiviti Komponen Catatart
Kumpulan Mental Model Diwujudkan di setiap bahagian dan
Inovatif Et System melibatkan kumpulan pelaksana.
Kreatif(KIK) Perspective
Group Learning