Download Creating a Learning Organization: Promoting Excellence by Barbara J. Braham PDF

April 5, 2017 | Human Resources Personnel Management | By admin | 0 Comments

By Barbara J. Braham

To create a studying association, studying needs to be built-in as a customary a part of the activity. Written for managers on all degrees, this ebook explores what's takes to turn into a studying association, utilizing case reviews to illustrate why studying is critical and the way to accomplish on-going studying luck. The individual's studying accountability is usually mentioned, together with attitudes to studying, levels, and threat taking.

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Extra info for Creating a Learning Organization: Promoting Excellence Through Change (Crisp Fifty-Minute Books)

Sample text

Companies moving toward the right end of the continuum will reimburse tuition for classes that are job-related as well as classes that aren’t. For example, your company might pay for a secretary to take accounting courses. Most important, the learning organization consciously seeks to integrate the classroom experience with the job. Sometimes partners or teams go to classes together to increase the on-the-job application. Other times, the integration takes place through conversation, using questions such as these: ▶ What are you learning?

Page 1 PART I Why Become a Learning Organization? Page 2 This page intentionally left blank. Page 3 LEARNING ORGANIZATION CHECKLIST Complete the following checklist. Place a in front of each statement that is true for your organization to determine the current learning climate. Give an example of the statements you checked in the space provided. ▿ 1. Learning is integrated into everything people do. _________________________________________________ ▿ 2. Learning for learning’s sake is encouraged and often rewarded.

What is in place to guide course selection? ____________________________________________________________ ____________________________________________________________ Page 22 Continuum #2: Formal Training Place an X on the line to mark where your organization is today. In the telling organization, learning is like ice, rigid and frozen. Although both the training department and individuals feel that they’re “chipping away” at learning, it still remains a solid block that sits in the training department most of the time.

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