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)
Ariel
Ariel 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)
Panadol
Panadol 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
Parts
Engineers
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 = 5000
1 ton of Remanufactured metal = 50,000
1 ton of Horseshoes = 100,000
1 ton of Shaving Blades = 1,000,000
1 ton of Wrest watch hands = 3,000,000
1 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?
Marketing Sales 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 Systems 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 Systems Close 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 transferetc
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