Learning Organizations Learning Organizations Saif Rahimuddin Shin Sesthalao Rishi Unadkat Nihar Unadkat MSE 608B – Management of Engineering Professional September 2, 2008

Agenda   Introduction / Agenda  References / Sources  Learning Organizations: - Definitions / Peter Senge Concepts - Types of Learning - Why, How, and Who uses Learning Organizations - Challenges in Implementing  Personal Experiences

References  Peter Senge:  David Skyrme Associates:  Edinburgh University:  Society for Organizational Learning:

Definitions of Learning Organization  “The essence of organizational learning is the organization’s ability to use the amazing mental capacity of all its members to create the kind of processes that will improve its own” (Nancy Dixon 1994)  “A learning company is an organization that facilitates the learning of all its members and continually transforms itself” (M. Pedler, J. Burgoyne and Tom Boydell, 1991)  “ The art and practice of the learning organization” Peter Senge A Learning Organization should be able to: - Adapt to its external environment - Continually enhance its capability to change - Develop collective as well as individual learning - Use the results of learning to achieve better results

Peter Senge’s Concepts of Learning Organization 1. Systems thinking 2. Personal mastery 3. Mental models 4. Building shared vision 5. Team learning

Peter Senge’s Concepts of Learning Organization 1. Systems thinking - Using feedback to determine areas of growth and limitations - Advocates creating system maps to see how everything connects - Geared toward the long-term viewpoints / goals 2. Personal mastery - Developing a personal vision of how things should be - Having a realistic viewpoint of how things currently are

Peter Senge’s Concepts of Learning Organization 3. Mental models - Being able to reflect and determine what attitudes people have and how this affects one’s decision making process. - Using this reflection to change oneself for the better 4. Building shared vision - Having a collective vision or purpose for the entire team - Setting team goals 5. Team learning - Use dialogue and discussion within a team to enhance the team’s abilities so that it becomes greater than the sum of the individuals

Types Of Learning Four Levels of Learning are: Level 1: Learning the process and the procedures, by knowing the facts and gaining the knowledge of where an individual can apply minor changes to improve the level of learning. Level 2: Thinking outside the box, meaning learning new job skills that would help you or your organization reach the next level, (learning new skills that are transferable to other situations.) Level 3: Learning to apply from past lesson of success and failures to a more dynamic situations where the solutions need developing i.e. learning to adapt. Level 4: Learning to be innovative and creativity. Meaning trying to learning how to structure the future rather than to accept and adapt the situation that one maybe in. i.e. learning the to be self a learner.

Tools and Techniques Used To Create A Learning Organization i. Provide continuous and better learning opportunities. ii. Use learning organization to make better choices in order reach your goals. iii. Link individual performance with organizational performance. iv. Making it safe for people to share openly and take risks. v. Embrace creative tension as a source of energy and renewal. vi. Techniques to use continuously be aware of the interaction with your environment.

Why should organizations become Learning Organization  For companies to be able to adapt to changing environments and stay ahead of their competition  To improve the workforce skill-set  To improve communication among employees  To improve morale and productivity and make the employees feel like they are an important entity of the company.  To overcome companies weaknesses and to utilize their strength more efficiently

Who uses Learning Organization  Learning organization can be utilized to any business, social, academic and individual environments, etc…  We will be focusing on: i. Public business sector ii. Private business sector iii. Academic sector

Challenges In Implementing Learning Organization The challenges facing managers:  Effort needed to learn some of the new skill and techniques  Getting the best out of every employee  Learning can be expensive for the company. Its an investment, for instance ISO9000, UL, CE

Challenges In Implementing Learning Organization (Continue) What if learning organization is not implemented  Overtaken by the competitors  Become inefficient  Fail to embrace new ideas and increase productivity  Survival of the fittest

Learning Organization – Example In A Public Business Sector (City of Los Angeles) How the City is an Learning Organization: 1. Many Departments offer tuition reimbursement for employees to pursue higher degrees and are flexible in accommodating school schedules 2. Encourage involvement in professional organizations (e.g. ITE, IEEE, ASCE) and obtaining professional licenses 3. City offers its own training seminars and often pays for consultants to conduct training sessions 4. Many sections have team environments where senior members train new hires. 5. Civil service protection and city environment allow SOME employees the freedom to experiment and develop new technological advances

Learning Organization – Example In A Public Business Sector (City of Los Angeles) Impediments in the City becoming a better Learning Organization: 1. Civil Service process does not effectively deal with ineffective employees 2. City bureaucracy (e.g. to order new equipment, enormous amount of paperwork and time can be required) 3. City politics can make goals and objectives change all the time 4. Hiring / Promotion process does not always lead to the best persons being selected. 5. Limitations in the salary structure make it difficult to retain some employees (to create positions or make salary changes it has to be approved by the city council) Repercussions of not becoming an Learning Organization: If the city cannot perform a task it must seek help from the private sector. This creates problems with exposing critical city functions or processes to outside agencies.

Learning Organization – Example In A Private Business Sector (Software) Learning to be self taught: Meaning leaning to learn different job skill for Learning to be self taught: Meaning leaning to learn different job skill for different types of situations and pressure. different types of situations and pressure. Learning to be absorbent: Meaning learning to be aware of the resources and Learning to be absorbent: Meaning learning to be aware of the resources and tools that you can use to help do your job. tools that you can use to help do your job. Learning new Technical tool: Attending seminars, getting a higher education Learning new Technical tool: Attending seminars, getting a higher education degree be going to school. Willing to take the next step to move to the next level. degree be going to school. Willing to take the next step to move to the next level. Learning to learn from your priers: showing enthusiasm to your co-works who Learning to learn from your priers: showing enthusiasm to your co-works who have been working for the company for 10 to 15 years and showing the have been working for the company for 10 to 15 years and showing the willingness to learn from them. willingness to learn from them. Learning to be creative to new situations and showing willingness to adapt to it. Learning to be creative to new situations and showing willingness to adapt to it.

Learning Organization – Example In A Private Business Sector (Hardware)  Learning is a necessity and a way of life  Engineers have to be up to date and always one step ahead of their competitors  Competition between engineers within the company  Constant work load and pressure  Project dead-lines, traveling, customer service

Learning Organization – Example In A Private Business Sector (Hardware)  Learning curve is very steep  Working extra overtime hours with no pay  Need to be adaptive to the pressurized and stressful environment.  Learning is encouraged where companies offer full re-imbursement, sometimes offer 50% re- imbursement and certain cases don’t offer re- imbursement at all.

Learning Organization – Example In A Academic Sector (Studying)  Instructor roles as manager  To be a better team, Using the 5 disciplines of Peter Senge  Using Learning Organization tools and techniques  Learning Organization’s concepts is fit to Academic Sector  No Barrier from different graduation levels  Barriers from different cultures

 THANK YOU  ANY QUESTIONS