Describe the Learning Organization Utilizing

According to Pedler, Burgoyne, & Boydell (1991) a nurture fundamental law is defined as a company that facilitates the erudition of its members and continuously transforms itself-importance . With that definition, certain(p) characteristics must be evident in the presidential term. eruditeness giving medications argon adaptative to their surroundings, encourage collective and unmarried attainment, constructively utilizes feedback to achieve better results, and has deepen adaptability (Fargo & Skyrme, 1995). Applying the brain metaphor to brasss, whollyows us to see how companies operate and how knowledge is divided and disbursed.This metaphor also demonstrates how this knowledge network is critical to the flow of culture. societal networking is a key component in the way acquirement organizations change state and function in todays budget conscious environment. close to 50% of collective performance is attributed to responding to change and complexity intelligently (Halal, 1997). A scholarship organization is to a considerableer extent than the sum of all knowledge from individual members because all information is not accessed equally. All information that is stored or urbane by members is only accessed when needed.A noticeing organization involves the development of higher(prenominal) levels of knowledge and skill and encompasses four levels of defrauding. This goes from the learning basic facts, processes and procedures (level 1) learning convey fitting jobs skills (level 2) learning to adapt (level 3) and learning to learn which corresponds to innovation and creativity (level 4 ) (Fargo & Skyrme, 1995). The last two levels are the types of learning that is preferred in learning organizations. littler networks being only partially connected increases the possibilities of a learning organization by leading to better utilization of internal and away knowledge .An organizations real edge comes from having complex, content reactive k nowledge. This core knowledge is found in individual, communities of delight and their connections (Krebs, 1998). Due to the wide-cut use of social networks, employees are raising the bar for company learning systems. With the ease of use and familiarity of the common social networking applications avail able i. e. MySpace, facebook, blogger, they have something to analyse it to. They expect it to be at that level or better. tender networks such(prenominal) as twitter and facebook are allowing great deal to connect with each other very pronto. Applications are becoming simple and easy to understand. With this is mind it is easier to fold up information which is a huge benefit and part of how a learning organization functions. learning must be accessible when it is needed by whomever. Bottom line if the apps are complex and difficult to utilize, people provide not use them. In learning organizations social media can take to heart four purposes easy contact, information diff usion, rating and tagging, and expert advice.First, most social networking sites allow easy accessibility to information with their search functions. Second, employees are able to provide suggestions and disseminate information rapidly. Third, information can be rated and label for future reference. Lastly, experts are able to share expertise in their dramatics to a large forum (Bersin, 2008). This customer specific is very constringe in its scope and limits the number of personnel who would look for this type of information. This designate audience makes it have a great deal more bear upon.This is basically what a learning organization needs, smaller networks connected to other smaller networks. Everyone is not dismissal to be connected to everyone. This would not be logical or how an organization functions. People are going to connect with people who have the information they require. Just like a brain, all the neurons and synapses acquiret all fire off when you listen to music or read a book. Different areas are responsible for those functions and are stimulated as needed. When thither are abnormalities in the brain problems can result in peoples behavior i. . Tourettes syndrome. According to the National Institute of neurologic Disorders and Stroke current research points to abnormalities in certain brain regions (including the basal ganglia, frontal lobes, and cortex), the circuits that interconnect these regions, and the neurotransmitters (dopamine, serotonin, and norepinephrine) responsible for communication among nerve cells (Tourette Syndrome Fact Sheet, NINDS,2005). Smaller networks that are partially connected to each other are more functional in a learning organization.Otherwise there would be too much information to process and nothing would get accomplished. Social networking helps employees connect and share information and by doing this they are better able to utilize corporate resources. Employees who are central in key networks lea rn faster, perform better and are more committed to the organization. It has been shown that both individuals and groups are in the midst of organizational network who are not overwhelmed by direct ties are the most effective (Krebs, 1998).Hierarchy structure plays a huge role in the way learning organization functions. Learning organizations have flat decentralized organizational structures. This interconnected network of networks facilitates the dissemination of information across organizational boundaries a dramatic change from bureaucratic way of doing things. With todays advancement of information technology, flat organizations are able to use employee knowledge to solve operating problems more forthwith and quickly (Halal, 1997).Employee knowledge plays a great advantage in the corporate environment. In 1997, this knowledge accounted for 80% of all corporate assets. Yet notwithstanding this fact only 20% of this resource is used. (Halal, 1997). Advances in communications an d technology have given rise to network organizations. A network organization breaks down the hierarchical organizational chart (boxes) to one level and past connects each box to every other box. When decision making and trading operations are decentralized this allows initiative and autonomy to flourish (Friel, 2002).I dont see any potential downside to exploitation social media in a corporate environment. I think that social media can help facilitate earning by allowing users to connect with each other by using forums where they can share information, opinions and expertise. This is exactly what we are doing here at TUIU. by dint of these online courses we are connecting with other students and the professors via the threaded discussions and the water cooler. We leave comments and then individual responds to what we wrote. His is a cyclical process, it goes back and forth.In the end we all learn from each other in the process. To me each course would be a small network and we are connected to the larger organization (TUIU) via our professors. Although there are many courses in session the only one that is of interest to me is the one Im currently in. It wouldnt make much sense to participate in threaded discussions in Business morality 501. There is no need to do so. Being that TUIU is a astray distributed and has a narrowed scope and audience makes a powerful impact on how information is processed.Using the brain metaphor has added a great deal to how companies operate in regards to networking, people and how thing get accomplished. Information sharing is a big component in how learning organization performs. Each part does its own thing, but when information is needed it is readily available. The brain is very specific, time and energy is not wasted. Only those paths that are needed are activated which saves money. Machines are geared toward precision, organisms are self regulating, and brains are centered on connectivity.Referenceshttp//karlalbrech t.com/downloads/OI-WhitePaper-Albrecht.pdfhttp//www.espen.com/papers/orgbrain.htmhttp//www.skyrme.com/insights/3lrnorg.htmhttp//www.users.globalnet.co.uk/rxv/kmoi/orgint.htm