Increasing Capacity To Learn in the Learning Organization. Innovative Session 4. [AHRD Conference, 2001].
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| Title: | Increasing Capacity To Learn in the Learning Organization. Innovative Session 4. [AHRD Conference, 2001]. |
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| Language: | English |
| Authors: | Chalofsky, Neal E. |
| Peer Reviewed: | N |
| Page Count: | 4 |
| Publication Date: | 2001 |
| Document Type: | Opinion Papers Speeches/Meeting Papers |
| Descriptors: | Adoption (Ideas), Adult Learning, Diffusion (Communication), Educational Research, Experiential Learning, Group Discussion, Human Resources, Labor Force Development, Learning Processes, Learning Theories, Models, Organizational Climate, Organizational Development, Postsecondary Education, Research Utilization, Synthesis, Theory Practice Relationship, Training Methods, Workshops |
| Abstract: | A workshop was conducted to give participants an opportunity to explore how to apply a different paradigm for learning in organizations. The workshop agenda was as follows: presentation of the theory and supporting research; experiential activities to apply the paradigm in academic and organizational settings; small group discussion aimed at developing a model for increasing learning capacity; and large group synthesis and a closure activity during which participants were asked to volunteer to help write a paper on the model developed. A paradigm consisting of the following elements was presented: learning based on minimal competence to learning based on continual improvement; learning based on fear of failure to learning based on team risk-taking and creativity; learning based on individual performance to learning based on team and collective performance; learning based on autonomy and competition to learning based on cooperation and relationships; learning based on appraisal and criticism to learning based on coaching, support, and feedback; formal learning to informal learning; learning based on one right answer to learning based on multiple answers; learning based on abstract, logical reasoning to learning based on intuition and context; and learning based on outcome to learning based on process. (MN) |
| Entry Date: | 2002 |
| Accession Number: | ED456211 |
| Database: | ERIC |
| Abstract: | A workshop was conducted to give participants an opportunity to explore how to apply a different paradigm for learning in organizations. The workshop agenda was as follows: presentation of the theory and supporting research; experiential activities to apply the paradigm in academic and organizational settings; small group discussion aimed at developing a model for increasing learning capacity; and large group synthesis and a closure activity during which participants were asked to volunteer to help write a paper on the model developed. A paradigm consisting of the following elements was presented: learning based on minimal competence to learning based on continual improvement; learning based on fear of failure to learning based on team risk-taking and creativity; learning based on individual performance to learning based on team and collective performance; learning based on autonomy and competition to learning based on cooperation and relationships; learning based on appraisal and criticism to learning based on coaching, support, and feedback; formal learning to informal learning; learning based on one right answer to learning based on multiple answers; learning based on abstract, logical reasoning to learning based on intuition and context; and learning based on outcome to learning based on process. (MN) |
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