learning organizations

Learning

Methods to Analyze the Learning ProcessBEHAVIOURIST(STIMULUS-RESPONSE)

COGNITIVE

(INFORMATION PROCESSING)

Reinforcement Regimes+ REINFORCEMENT: ACTIONS THAT ARE REWARDED TEND TO BE REPEATED

- REINFORCEMENT: ACTIONS THAT ARE PUNISHED OR IGNORED WILL NOT POSSIBLY BE REPEATED.

Learning theory

IVAN PAVLOV 1849-1936 PAVLOVIAN CONDITIONING

BURRHUS FREDERICK SKINNER1904-1990 SKINNERIAN CONDITIONING

NORBERT WIENER1894-1964 CYBERNETIC ANALOGY

Schedules of Reinforcement

FIXED VARIABLE

RATIO Completion of a constant number of responses

Completion of a changing number of responses

INTERVAL Reinforces the first response after a constant amount of time

Reinforces the first response after a changing amount of time

The Fifths discipline

Learning organization

Personal mastery

System thinking

Mental models

Shared vision

Team learning

Single and double loop learning

Single loop

Double loop

www.annhowlett-foster.com

Knowledge

• Tacit (Eastern/Japanese) – «invisible», face to face,

personal, subjective

http://www.eventbrite.ca/e/knowledge-exchange-meetup-for-young-leaders-using-linkedin-for-strategic-networking-tickets-13100298345

• Explicit (Western)– «visible», formal, sharing via

media, can be reused

95% 5%

Matsushita Electric Industrial

Understudied with a hotel

Observing the process of making dough

Found a technical secretby observing the chef

To develop a new home bread-making machine

Nonaka’s 4 Step Process Knowledge Creating

TACIT EXPLICIT

TAC

ITEX

PLI

CIT

360 feed back

Employee

Peers

Subordina-tes

Managers

Customers

Direct reports

Team members

How organizations learn?

http://peeragogy.org/peer-learning-overview/

• Trust/ peer approval

• Monitor performance

• Reward frequently

Recruitment:

Refer a friend

2/3 peer voters

Peer monitoring

http://www.huffingtonpost.com/2013/09/29/googles-jolly-good-fellow_n_3975944.html

> 1,000 Google employees:

emotional intelligence training program

How organizations learn?

Bersin by Deloitte High-Impact Learning Organization Maturity Model

Learning Culture, Expertise Sharing

Integration with Talent Strategies

Corporate LMS

Administration, Tracking

Level 4: Organizational Capability

Level 3: Talent & Performance Improvement

Level 2: Training & Development Excellence

Level 1: Incidental training

http://cd010.k12.sd.us/build_brain_cells.htm

Future of learning

Command & Control

Formal classes

Rigid work hours

Citadel mentality

Learning is work

Information

selectivity shared

Hierarchical

Primarily national

Bricks & mortar

Decentralized

Work anytime

Information freely shared

Clicks & virtual

Work anywhere

Work is learning

Matrix

organization

Informal

classes

Importance of

results

Absolutely global

Industrial Economy Knowledge Economy

Future of learning

http://greencollartech.com/educational-opportunities#axzz3XClAzC6r http://www.theguardian.com/commentisfree/2014/jan/06/artificial-intelligence-understanding-big-data

Sustainability Artificial intelligence

origami task

How we learn?