Organisational learning in the contexts of managerial work

the case of Kaskinen pulp mill
  • 33 Pages
  • 3.92 MB
  • 48 Downloads
  • English
by
European Institute For Advanced Studies in Management , Brussels
Management -- Finland., Organizational effectiveness., Pulp mills -- Finland -- Manage
Statementby Kari Lilja.
SeriesWorking papers (European Institute For Advanced Studies in Management) -- no.88-12
ContributionsEuropean Institute for Advanced Studies in Management.
The Physical Object
Pagination33p. ;
ID Numbers
Open LibraryOL19840418M

The fully revised and updated version of this successful Handbook is welcomed by management scholars world-wide.

By bringing together the latest approaches from the leading experts in organizational learning & knowledge management the volume provides a unique and valuable overview of current thinking about how organizations accumulate 'knowledge' and learn from.

Management is unlikely to invest time and resources in learning if it does not expe- The Context of Organizational Learning 89 Lipshitzqxd 5/23/ PM Page ahead when the industry would move, as was expected, into a new gen-eration of.

Description Organisational learning in the contexts of managerial work FB2

The process of collective education in an organization that has the capacity to impact an organization’s operations, performance and outcomes is called organizational learning. In health care organizations, patient care is provided through one or more visible and invisible teams.

These teams are composed of experts and novices from diverse backgrounds working together to provide coordinated Cited by:   Knowledge is a critical source for various organizations in recent years within competitive context of business.

Organizational learning as a strategic tool has been proposed in the field of modern management for gaining competitive advantage and stabilizing organizational by: ORGANIZATIONAL LEARNING Anthony J. Reilly “I do OD.” “We’re into OD in our organization.” The term Organization Development, or “OD” as it is popularly called, has become part of the applied behavioral science jargon.

In some instances it is confused with other terms, such as management training or management Size: 2MB. Managing People and Organizations in Changing Contexts addresses the contemporary problems faced by managers in dealing with people, organizations and managing change in a theoretically-informed and practical way.

This textbook is a contemporary and relevant alternative to the standard works that cover material on Organization Behaviour and Human Resource Management because it. organisational learning. There is increasing recognition that it is in fact the network of relationships, and the collaboration between organisations and individuals operating in their social, political, cultural and economic contexts, often referred to as ‘institutions’, that generate real change.

Two key managerial processes will be proposed in a later section. Organisational learning in the contexts of managerial work book contexts for managerial work The work that managers do needs to be understood within the context of organisational structure and the broader environment. After early industrialisation organisational structures continued to evolve along with changes in their environments.

Brown and Duguid () describe organisational learning as "the bridge between working and innovating." This once again links learning to action, but it also implies useful improvement.

The implications to knowledge management are three-fold: One must understand how to create the ideal organizational learning environment. When organizations dedicate time and resources to developing a learning culture and implementing organizational learning, they are more competitive.

This increased ability to react quickly to fast-changing market conditions is just one of the reasons why organizational learning is important. organizational learning in crisis management, an area that has received little attention from HRD community.

Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article proposes an integrated model of managing crisis through ongoing learning processes. agement establishes organizational objectives, and all who work in the organization strive to achieve ment’s work includes providing an organizational context in which direct and support work can be performed effectively, and preparing an organization to deal with threats and opportuni-ties in its external environment.

organizational learning is only one dimension or element of learning organization.

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In fact Learning organization is an organization that helps to enhance organizational learning by creating of structures and strategies. References 1) Argris.C. & Schon.D.A. " Organizational Learning: A Theory of actionperspective, readiug.

(). Organizational context and human resource management strategy: a structural equation analysis of Hong Kong firms. The International Journal of Human Resource Management: Vol.

11, No. 2, pp. Organizational learning and innovation as sources of strategic fit Ignacio Tamayo-Torres et al.

() Industrial Management & Data Systems The purpose of this paper is to analyze the roles played by organizational learning (OL) and innovation in organizations immersed in the processes of adaptation and strategic fit in dynamic and turbulent environments. About the Book: Organization behavior has assumed tremendous importance for business planning and growth in today's competitive scenario.

It is an integral element of the core syllabi at MBA,BBM, BBA, and PG Diploma Courses. This book presents an indepth and comprehensive coverage of organization behavior. Salient Features: Latest developments in the Indian industry scenario have 5/5(1).

With over presentations and publications, he is a charter member of the Academy of Management Journals Hall of Fame. Osborn is a leading authority on international alliances in technology-intensive industries and is co-author of an organization theory text as well as Basic Organizational Behavior (John Wiley & Sons,).

Organizational learning is the process of creating, retaining, and transferring knowledge within an organization. An organization improves over time as it gains experience.

From this experience, it is able to create knowledge. This knowledge is broad, covering any topic that could better an organization. goals. Such an approach must focus on organizational learning and the key factors that it influences.

In this study, the key factors are SHRD practices (Brinkeerhoff & Gill, ). In an organizational learning context, strategy emphasizes the importance and critical nature of employees and organizations in achieving their business goals and.

members of staff and management of such organization. Integration: ‘It inv olves the matching of human resources strategies to the needs of the business strategy (Guest, ).

There is therefore an ever-expanding demand for valid and generalizable information on how best to relate to people in organizational contexts. Communication Skills for Effective Management meets. Educational Leadership, Early Childhood Education Contexts, Managerial Skills, Organisational Vision, Aculturation, Organisational Structural Cultural Synergies Share and Cite: Kivunja, C.

() Leadership in Early Childhood Education Contexts: Looks, Roles, and Functions. Notes. 1 Peter M. Senge,“Taking Personal Change Seriously: The Impact of Organizational Learning on Management Practice, ” Academy of Management Executive, 17, no.

2, 2 Grantmakers for Effective Organizations “Learning for Results,” GEO Action Guide, December ; Ralph Hamilton, Prue Brown, Robert Chaskin, et al., Learning for Community Change: Core Components of. The Learning Organization.

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According to Senge, the learning organization depends upon the mastery of five dimensions: Systems thinking: The notion of treating the organization as a complex system composed of smaller (often complex) systems.

This requires an understanding of the whole, as well as the components, not unlike the way a doctor should understand the human. Organizational behaviour is a field of study that investigates the impact that individuals, groups and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization's effectiveness.

An organization is a collection of people who work together to achieve a wide variety of goals. This invaluable book: " critically examines organisational theory, managerial techniques and organisational structures " develops strategies for ethical and reflective organisational practice " promotes an understanding of how to plan and manage change in learning organisations " helps readers understand the nature of social work.

This article essentially attempts at identifying the inter-relationship between organizational learning and change management.

It further discusses regarding the elements of organizational learning, key mechanisms which facilitate organizational learning and. Usually organizational change is provoked by some major outside driving force, e.g., substantial cuts in funding, address major new markets/clients, need for dramatic increases in productivity/services, etc.

Typically, organizations must undertake organization-wide change to evolve to a different level in their life cycle, e.g., going from a.

Integrating and extending literature on international management and team effectiveness, we examined how macro context in multinational organizations (MNCs) influences work team learning and how team learning influences task performance and interpersonal relations.

We examined these influences in a multimethod study of teams in 20 subsidiaries of five MNCs. Controlling for micro. 51 Today’s Concept of Organizational Management CHAPTER 3 CHAPTER OBJECTIVES Define management and differentiate between the art and science of management.

Review the basic functions of management. Describe the major phases of the development of organizational management. Present the concept of the work setting as a total system. Introduce the concept of clientele network.

Learning agility is the ability to continually and rapidly learn, unlearn, and relearn mental models and practices from a variety of experiences, people, and sources, and to apply that learning in new and changing contexts to achieve desired results.Organizational culture is often defined by the work environment that management creates (i.e., mission statement, organizational structure, rules, symbols, etc.).

Managers must be careful to instill the culture that is most conducive to both the strategy and objectives of the organization over the long term. Organisational contexts There are many aspects and features of an organisation that make up the context of the organisation, and the individuals experience of work within it.

Some of these features include the size of the organisation, the organisational culture, the processes in place, the control mechanisms, the structure of the organisation.