ࡱ> zaM-*chHH( ?(z    p\http://www.med.umich.edu/patientssafetytoolkit/ 00DArialngsRoԭLv 0( 0DGaramondRoԭLv 0( 0 DTimes New Romanv 0( 00DWingdingsRomanv 0( 0 a .  @n?" dd@  @@`` <44       +,r$M-*chHHi! 0AA@8  ʚ;ʚ;g4KdKdv 0<p@ pp<4dddd` 0Lԫ <4BdBd 0L<4!d!d 0L&0___PPT10 ___PPT9$  ?`, LJuli Compton, All Rights Reserved 2004O^, JJuli Compton,All Rights Reserved 20046#Working Together: Learning TogetherjExploring an Organizational Culture That Supports Learning Juli Compton Genesis Training and Development kP</ ObjectivesDefine organizational culture Summarize various ideas of what is a  learning organization Present basic requirements necessary for organizational learning to take place Share current activities organizations use to increase learning Provide valuable take-always for individuals to lead for learning in their organizations EZE)The Definitions of Organizational Culture\Manifestation of  taken for granted assumptions shared by an organizations members These assumptions are expressed through values, beliefs attitudes, behaviors, language, customs, policies, procedures, and operations of an organization A product of dynamic interactions between these various elements )Describe the Culture of Your OrganizationDyads Share where you work or an organization you belong to Describe the culture as you see it Is learning a part of your culture? If so, how does it manifest itself? <How Culture EvolvescLeadership Founding ideologies Interaction with environment Member interactions Business initiative )Vehicles That Sustain or Transmit CulturezSymbols Stories Jargon Ceremonies Rituals Leadership Socialization of members Goal setting Statements of principals/values{" {'How Does Culture Impact an OrganizationnCreates a sense of identity Strong determinant of success or failure of an organization Reinforces behaviors Strengthens commitment to org goals and gives direction Creates a great or poor place to work Fosters reputation Effects personal growth and individual learning Shapes individuals Impacts daily  work 88Creating Communities of MeaningFrom communities of wealth to communities of practice and now communities of meaning.  People are drawn to communities of meaning not because of the enterprise alone, but the way that the organization pursues the enterprise. Hey and Moore (1988) The WAY in which work gets done Consists of Sociability Participation Responsibility Fairness Learning** B%P=PP%= &Definitions of a Learning Organization Collectively enhance their capacity to produce the outcomes they really want to produce Peter Senge, The Fifth Discipline  Ways that people think and interact together Karl Weick, The Social Psychology of Organizing A learning organization is an organization skilled at creating, acquiring and transferring knowledge and at modifying its behavior to reflect new knowledge and insights. David A. Garvin, Harvard Business Review on Knowledge Management ZZ"Z/Z0ZZAZZZZ"/0AHFrom Training to Learning: The Current Trends in Organizational LearningI(.  The training needs of the company to the learning needs of the individual to ensure org. success Performance plans and development plans/learning maps E-learning, Web cast, portals, intranet Coaching and Mentoring Integrated courses: The Leadership Academy Example Learning Delivery DomainsBTechnical Industry Languages Behavioral Leadership Business SkillsC" C EWhat Conditions Create Informal Individual Learning in Organizations?FF(A high degree of exposure to changes A high degree of exposure to demands Managerial responsibilities Extensive professional contacts Superior feedback Management support for learning Rewarding of proficiency Sveinung Skule, Research study&  >What a Culturally Based Learning Organization Does Differently??(9Practice Double Loop Learning Chris Argyris Allow time for constructive dialogue Share knowledge Focus on a shared vision Individuals are critically reflective of assumptions Jack Mezirow Systematic problem solving, learning from past experience, learning from others, transferring knowledge David A. Garvin  h h  0Ideal Conditions for Discourse in Adult Learning11(Access to full information Free of coercion Equal opportunity to assume various roles of discourse Critically reflect on assumptions Empathetic and open to others perspectives Willing to listen and search for common ground Use tentative best judgment to guide action Jack Mezirow6 " Z " Z   -Guidelines for Creating a Culture of LearningThe Cybernetics way Scan and anticipate changes in the broader environment to look for variations Ability to question, challenge and change operating assumptions Allow an appropriate strategic direction and pattern of organization to emerge *Gareth Morgan Images of OrganizationnZZZZ   The Fifth Discipline Learning happens when the following reinforce each other Skills & capabilities Attitudes & beliefs Awareness & sensibilities *Peter Senge The Fifth Discipline Z9ZEZZZZ9E   FCultural Change Initiative: Transforming into a Learning OrganizationGG(` Inventing a new way of life Juli Compton Boise Client  The Center Audit Test the waters Commitment Plan From the top Monthly initiatives Daily interactions On going processTZ ZZkZ kIThe Importance of Assessment: A Study of 15 London Health Care PracticesJ(+6Stephen Sylvester, 2003 Non-experimental, status survey 40 item Likert questionnaire Purpose: To gauge staff perceptions to the extent their practices were employing the principals of the eight characteristics of a learning organization Eight Characteristics drawn from G. Morgan (1998) and W. Kinston (1994)7Z7 -Leading Learning Communities What Can You Do?..(Foster an environment conducive to learning A. Time B. Learning institute C. Open up boundaries D. Learning forums E. Cultural Norm F. Priority G. Benchmark /consultation H. Knowledge Documentation system I. Problem solve sessions B,ZZZ, Individual activities for promoting learning Ask questions Increase communication Role-model Lead to learn Self-reflection  Join up for the new culture Attend classes in discourse Create a new Learning program4.Z Z. True Change Comes From the Fundamental Identity, Value and Culture of the Firm Beatty & Ulrich, 1991iS   References Retrieved on September 16, 2004, from http://www.med.umich.edu/patientssafetytoolkit. Clarke, Nicholas. (2004). HRD and the challenges of assessing learning in the workplace. International Journal of Training and Development 8 (2), 140-156. Garvin, David. (1987). Harvard Business Review on Knowledge Management. Chapter: Building a Learning Organization. 47-79. Boston, MA: Harvard Business School Publishing. Hey & Moore. (1998). The Caterpillar Doesn t Know Morgan, Gareth. (1998). Images of Organizations: the Executive Edition. Thousand Oaks, Ca: SAGE Publications. Senge, M. Peter.(1990). The Fifth Discipline: The Art and Practice of the Learning Organization. New York, NY: Doubleday. Senge, M. Peter. (2000). Schools That Learn. New York, NY: Doubleday. Skule, Sveinung. (2004). Learning conditions at work: a framework to understand and assess informal learning in the workplace. International Journal of Training and Development 8 (1), 8-20. Sylvester,Stephen.(2003).Measuring the learning practice: diagnosing the culture in general practice. Quality in Primary Care 11 (1), 29-41. 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DH JKKQT--&&&j&wc ~@ U  ~ ~ ~0- @GaramondU 2  ~ ~ ~0- .-2 Juli Compton, All Rights     . .2 : Reserved 2004 .&j&  . 2 1.--8-- @Garamond \  ~ ~ ~0- ."2 JWorking Together: A&&('1&'"(". ."2 GWorking Together: A&&('1&'"(". .!2 uLLearning Together .""(('2&'!(". .!2 rILearning Together .""(('2&'!(".--el-- @GaramondU 9  ~ ~ ~0- .2  Exploring an     . .2  Exploring an     . .*2 Organizational Culture "     . .*2 Organizational Culture "     . .(2 ?That Supports Learning    . .(2 >That Supports Learning    .@Garamond f  ~ ~ ~0- .2  Juli Compton    . .2  Juli Compton    . .(2 Genesis Training and     . .(2 Genesis Training and     . .2  Developmentn . .2  Developmentn .--"System !H ~-&TNPP &՜.+,D՜.+,l(    On-screen Show -s Arial GaramondTimes New Roman Wingdings Teamwork$Working Together: Learning Together Objectives*The Definitions of Organizational Culture*Describe the Culture of Your OrganizationHow Culture Evolves*Vehicles That Sustain or Transmit Culture(How Does Culture Impact an Organization Creating Communities of Meaning'Definitions of a Learning OrganizationIFrom Training to Learning: The Current Trends in Organizational LearningLearning Delivery DomainsFWhat Conditions Create Informal Individual Learning in Organizations??What a Culturally Based Learning Organization Does Differently1Ideal Conditions for Discourse in Adult Learning.Guidelines for Creating a Culture of LearningGCultural Change Initiative: Transforming into a Learning OrganizationJThe Importance of Assessment: A Study of 15 London Health Care Practices.Leading Learning Communities What Can You Do?iTrue Change Comes From the Fundamental Identity, Value and Culture of the Firm Beatty & Ulrich, 1991 ReferencesnDiscussion: Brainstorm ways you can begin to add learning into your culture through the following vehicles.  Fonts UsedDesign Template Slide Titles 8@ _PID_HLINKSA/http://www.med.umich.edu/patientssafetytoolkit&_mFrank SafranekFrank Safranek  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxz{|}~Root EntrydO)PicturesCurrent UserSummaryInformation(y@PowerPoint Document(DocumentSummaryInformation8