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]. |
|---|---|
| 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 |
| FullText | Text: Availability: 0 CustomLinks: – Url: https://eric.ed.gov/contentdelivery/servlet/ERICServlet?accno=ED456211 Name: ERIC Full Text Category: fullText Text: Full Text from ERIC |
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| Header | DbId: eric DbLabel: ERIC An: ED456211 AccessLevel: 3 PubType: Editorial & Opinion PubTypeId: editorialOpinion PreciseRelevancyScore: 0 |
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| Items | – Name: Title Label: Title Group: Ti Data: Increasing Capacity To Learn in the Learning Organization. Innovative Session 4. [AHRD Conference, 2001]. – Name: Language Label: Language Group: Lang Data: English – Name: Author Label: Authors Group: Au Data: <searchLink fieldCode="AR" term="%22Chalofsky%2C+Neal+E%2E%22">Chalofsky, Neal E.</searchLink> – Name: PeerReviewed Label: Peer Reviewed Group: SrcInfo Data: N – Name: Pages Label: Page Count Group: Src Data: 4 – Name: DatePubCY Label: Publication Date Group: Date Data: 2001 – Name: TypeDocument Label: Document Type Group: TypDoc Data: Opinion Papers<br />Speeches/Meeting Papers – Name: Subject Label: Descriptors Group: Su Data: <searchLink fieldCode="DE" term="%22Adoption+%28Ideas%29%22">Adoption (Ideas)</searchLink><br /><searchLink fieldCode="DE" term="%22Adult+Learning%22">Adult Learning</searchLink><br /><searchLink fieldCode="DE" term="%22Diffusion+%28Communication%29%22">Diffusion (Communication)</searchLink><br /><searchLink fieldCode="DE" term="%22Educational+Research%22">Educational Research</searchLink><br /><searchLink fieldCode="DE" term="%22Experiential+Learning%22">Experiential Learning</searchLink><br /><searchLink fieldCode="DE" term="%22Group+Discussion%22">Group Discussion</searchLink><br /><searchLink fieldCode="DE" term="%22Human+Resources%22">Human Resources</searchLink><br /><searchLink fieldCode="DE" term="%22Labor+Force+Development%22">Labor Force Development</searchLink><br /><searchLink fieldCode="DE" term="%22Learning+Processes%22">Learning Processes</searchLink><br /><searchLink fieldCode="DE" term="%22Learning+Theories%22">Learning Theories</searchLink><br /><searchLink fieldCode="DE" term="%22Models%22">Models</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+Climate%22">Organizational Climate</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+Development%22">Organizational Development</searchLink><br /><searchLink fieldCode="DE" term="%22Postsecondary+Education%22">Postsecondary Education</searchLink><br /><searchLink fieldCode="DE" term="%22Research+Utilization%22">Research Utilization</searchLink><br /><searchLink fieldCode="DE" term="%22Synthesis%22">Synthesis</searchLink><br /><searchLink fieldCode="DE" term="%22Theory+Practice+Relationship%22">Theory Practice Relationship</searchLink><br /><searchLink fieldCode="DE" term="%22Training+Methods%22">Training Methods</searchLink><br /><searchLink fieldCode="DE" term="%22Workshops%22">Workshops</searchLink> – Name: Abstract Label: Abstract Group: Ab Data: 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) – Name: DateEntry Label: Entry Date Group: Date Data: 2002 – Name: AN Label: Accession Number Group: ID Data: ED456211 |
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| RecordInfo | BibRecord: BibEntity: Languages: – Text: English PhysicalDescription: Pagination: PageCount: 4 Subjects: – SubjectFull: Adoption (Ideas) Type: general – SubjectFull: Adult Learning Type: general – SubjectFull: Diffusion (Communication) Type: general – SubjectFull: Educational Research Type: general – SubjectFull: Experiential Learning Type: general – SubjectFull: Group Discussion Type: general – SubjectFull: Human Resources Type: general – SubjectFull: Labor Force Development Type: general – SubjectFull: Learning Processes Type: general – SubjectFull: Learning Theories Type: general – SubjectFull: Models Type: general – SubjectFull: Organizational Climate Type: general – SubjectFull: Organizational Development Type: general – SubjectFull: Postsecondary Education Type: general – SubjectFull: Research Utilization Type: general – SubjectFull: Synthesis Type: general – SubjectFull: Theory Practice Relationship Type: general – SubjectFull: Training Methods Type: general – SubjectFull: Workshops Type: general Titles: – TitleFull: Increasing Capacity To Learn in the Learning Organization. Innovative Session 4. [AHRD Conference, 2001]. Type: main BibRelationships: HasContributorRelationships: – PersonEntity: Name: NameFull: Chalofsky, Neal E. IsPartOfRelationships: – BibEntity: Dates: – D: 01 M: 01 Type: published Y: 2001 |
| ResultId | 1 |
