Learning Organizations

promethas and the frist people was the title author olivia coolidge this story was very intersting and wasnt hard to read zenus was god and promethus created. durinus kornos their uration epimetheas was his brother each brother helped with giving. and creacting earth all men on earth first and pandora was created later she had treasuse. ehest in which she opened and filled the earth was repeopled and they were less sensitive and vlived thru good and bad situations.

Symbolism helps create meaning and emotion in a story. In the novel, Lord of the Flies the author William Golding conveys many of his themes and main ideas through symbolic objects and characters. The theme of civilization is very important by showing the order and leadership of the kids on the island in a time and place when they need it. The conch shell in the novel symbolizes the law and order on the island. The fragility of civilization is suggested by having a fragile shell.

Since the beginning of time, misogyny has played a very important part in the development of the human being. Time and time again, women have been considered as less than men--less smart, less strong, less capable. But where does this ancient prejudice come from? Is it an instinctive preconception? Throughout William Shakespeare’s Hamlet, sexism plays a very important role in the decisions Prince Hamlet makes; his hatred toward what he recognizes as women’s innate “sexual appetite” and moral corruption affects Hamlet’s judgement, and eventually, his course of action.

Just as students are learning at Post, organizations and the personnel within them need to continue to learn. Organizations need to continue to refine processes and focus on innovation. Organizational learning gives companies the ability to create, remember, and share knowledge within an organization. In order for an organization to be an effective learner they need to make it a focus on everyday work, practice it through all levels of the organization, create a focus on the creation, retention and transfer of knowledge through the organization, and solve problems where they begin, Organizational learning provides an opportunity to effect positive change throughout the organization. A company that is an organizational learner is one that is innovative, continually refining its processes and learns from its mistakes. Personal learning within an organization greatly enhances the organizations core competencies. It can be done through education and training programs. Such programs consist of schooling, training seminars, mentorships and on

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

A learning organization is an organization that can change quickly, adapting to the new rules that the market environment has created. Businesses that know how to learn and develop quickly and effectively will thrive; those that don’t will not survive. It is easy to think of newer companies like Apple and Google as being the best learning organizations. Yet, some of the best examples of organizational learning practices are found in more mature organizations, such as the U.S. military. Throughout our lives we collect tidbits of information, knowledge through what we experience, we try to apply the lesson from these experience as we grow, we are curious by nature, adventurous we are learners and for many of us the process of learning never stops.

     In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization," which he defines as "an organization that is continually expanding its capacity to create its future." A learning organization excels at both adaptive learning and generative learning.

An organization’s capability to learn and convey that learning into action quickly, is the supreme competitive advantage. The learning organization is the structure that eases the realization of such competitive advantage, it empowers employees, it deepens and enhances the customer experience and cooperation with main business partners and eventually improves business performance. Organizational learning is considered as the suitable process to develop knowledge resources and capabilities/core competencies (human capital, social capital and organizational capital) that engender ongoing values; which in turn yield persistence superior performance; which lead to sustainable competitive advantage within the context of the strategic management.

There are numerous types of significant learning opportunities which would be likely to have a positive impact on the VA.  This paper will focus on surgical robotic education and streamlining order sets to improve surgical patient outcome and hospital ratings.  Sultan and Hussain (2012) showed learning in a collaborative environment promotes development of social skills, by interacting with others, individuals are able to grasp an understanding of others concepts and views.  Working and learning together can only greatly improve the collective knowledge of our institution, ultimately improving our service to our Veterans.

A learning organization allows all employees to have input in how the organization works. A traditional organization tends to be more bureaucratic and formal. This culture places importance on efficiency and stability. Employees have no or very little say in the organization and only do as they are told.

The novel, The Fifth Discipline, states the significance of learning organizations and the fundamental learning disabilities currently in companies. As the head of planning for Royal Dutch/Shell, Arie De Geus stated, the ability to learn faster than your competitors may be the only sustainable competitive advantage (“Discipline”). The world is becoming more interconnected and businesses are becoming more complex and dynamic, which is why it is significant for work to become more “learningful.” In more depth, organizations that discover how to tap people’s commitment and capacity to absorb at all levels in an organization will truly excel in the future, as it is no longer sufficient to have one person learning for a corporation (“Discipline”). Teams that are truly learning will result in individual members growing more rapidly than before, generating extraordinary outcomes.

With many organizations expanding and becoming more global organizations, whose businesses deal with other countries, cultural diversity becomes more challenging. That is why it is important for organizations to create a cultural diversity training program to encourage employee from different backgrounds to come together and learn each other 's belief system which can enhance the organization 's ability to problem-solve. To do this successfully an organization needs to create an organizational climate that promotes a learning organization. Which learning organization was first coined by Peter Senge (Kopp, 2014). According to Kopp (2014), Senge defined a learning organization as “an organization where people continually expand their

Organizational learning promotes: adaptability, participation and information openness. Consequently, not only employee performance will be enhanced, but also the increase of organizations effectiveness and efficiency.

Peter Senge argues that not only we humans learn, but organizations also. However, learning itself may not be enough for the organization to survive in this ever-challenging era. In his book, The Fifth Discipline, Senge introduced five ‘disciplines’, namely systems thinking, personal mastery, mental models, building shared vision, and team learning, that characterizes an organization as a learning organization.

Continuously Solving Root Problems Drives Organizational Learning: Do not make the decisions hasty, considering all possible options to reach the consensus then execution fast. Furthermore, through constant reflection and continuously improvement to become a learning organization.