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What is Learning Organization
1.
An
organization
that creates, acquires, transfers and retains knowledge. It is able to successfully modify its behavior to reflect new knowledge or projects.
Learn more in: Flexible Educational Program for Managerial Engineering Personnel in Innovation
2.
Is a company that facilitates the
learning
of its members, in order to learn effectively and enhances
organization
al performance (or achieve the company’s objectives).
Learn more in: Knowledge Management Practices in a Greek Public Sector Organization: The Case of OAED
3.
An
organization
having a culture that systematically values continuous individual
learning
and shared knowledge and that consciously applies these elements to improve its quality and operating performance.
Learn more in: Curricula Frameworks for an E-Learning Catalog
4.
The
organization
that obtains knowledge in order to survive in a rapidly changing environment.
Learn more in: The Roles of E-Learning, Organizational Learning, and Knowledge Management in the Learning Organizations
5.
The
organization
that obtains knowledge in order to survive in a rapidly changing environment.
Learn more in: Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations
6.
Those
organization
s where
learning
and work are integrated in an ongoing and systematic fashion to sustain continuous improvement of the
organization
at three levels: individuals, work groups or teams, and the
organization
.
Learn more in: Conceptualization and Evolution of Learning Organizations
7.
An
organization
that helps transfer
learning
from individuals to a group, provide for
organization
al renewal, keep an open attitude to the outside world, and support a commitment to knowledge.
Learn more in: Conceiving a Learning Organization Model in Online Education
8.
It is the type of
organization
that moves with the philosophy of continuous and cooperative
learning
to keep up with future changes and to gain competitive advantage.
Learn more in: Learning Organizations: A Path to Gain Competitive Advantage
9.
The
learning organization
is a professional
organization
that learns from its own professional practices, but beyond that, it adapts, evolves, creates, and recombines knowledge. It develops its own skills through its professional experience, rich in its successes and defeats.
Learn more in: Knowledge Management and the Competitiveness of Learning Organizations
10.
An
organization
that is dynamic and able to sustainably transform itself. “People [within
learning organization
s] continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually
learning
to see the whole together” ( Senge, 1990 , p. 3).
Learn more in: Leading Adult Learning in Organizations
11.
An
organization
where
learning
for all employees is embedded in the
organization
al culture, values, policies, structures, systems, and practices.
Learn more in: Organizational Learning and Technology
12.
The
organization
that obtains knowledge in order to survive in a rapidly changing environment.
Learn more in: Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations
13.
An
organization
that has the potential to acknowledge the skills, knowledge, and competencies of its workforce, and is able to utilize such abilities and capabilities towards the empowerment of members and
organization
al development.
Learn more in: Towards Advancing Human-Centered Intellectual Scholarship Through University-Community Partnership
14.
Learning
is a process by which an
organization
adapts to new challenges in its operational environments. Members do this first by un
learning
or “unfreezing” old habits, and second by accepting new methods and innovations, and incorporating these into a new process of
learning
(refreezing) so as to survive in an increasingly uncertain and complex environment.
Learn more in: Managing People and Information in Complex Organizations
15.
The
organization
as an integral and dynamic system can learn, but so can the individuals in it. Knowledge management and communities of practitioners are important characteristics of the
learning organization
. The strategies and techniques that are available in such
organization
include training as well as performance support and are increasingly dependent on Information and communication technologies. However, the participation of the individuals as well as the social structures in the
organization
also remain important
Learn more in: Developing a Model for Information Society Competencies Required by Managers in the Information Society
16.
It is an
organization
skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.
Learn more in: Learning Organizations
17.
An
organization
that continuously develops its competitiveness by creating and transferring new knowledge and insights.
Learn more in: Organizational Learning and Change: Strategic Interventions to Deal with Resistance
18.
A
learning organization
has a culture that promotes communication, inquiry, feedback, mutual respect, and support for persons to transfer knowledge within the
organization
(Senge, 2006 AU30: The in-text citation "Senge, 2006" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. ).
Learn more in: Infusing KM in Global Higher Education: How Effective KM Program Supports Critical Tacit Knowledge Retention Within a US Higher Education Institution
19.
An
organization
with developed effective processes and culture that support collection and handling innovations, development, engagement and motivation of employees, and proactive use feedback.
Learn more in: Industry 4.0 as a New Disruptive Concept in IT Management and IT Governance: Vision and Future of the Industry 4.0 Concept
20.
An
organization
where “people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually
learning
how to learn together” ( Senge, 1990 , p. 3).
Learn more in: Use of Technology-Enabled Informal Learning in a Learning Organization
21.
Organization
that continuously expands its capacity, using
learning
as an intentional and strategic tool for
organization
al and individual improvement (Real, Leal, & Roldan, 2006).
Learn more in: Conceptual Model for Corporate Universities
22.
An
organization
that facilitates the
learning
of its employees so that the
organization
can continuously transform itself is referred to as a
learning organization
.
Learn more in: Learning Organisation: An Effect on Organisational Performance
23.
An
organization
that focuses on developing and using its information and knowledge capabilities to achieve the following: to create higher-value information and knowledge, to modify behaviors to reflect new knowledge and insights, and to improve bottom-line results.
Learn more in: OMIS-Based Collaboration with Service-Oriented Design
24.
It is an
organization
that is capable to acknowledge the knowledge, skills and talents possessed by its workforce and are used to transform
organization
to be effective, efficient, and productive.
Learn more in: Grounding Institutions of Higher Learning as Learning Organizations for Developing Intellectual-Knowledge Society
25.
A
learning organization
is one that continually adapts and learns in order to respond to changes in its internal and external environment and to grow. In a
learning organization
change is welcome and necessary condition of
learning
Learn more in: Understanding Dynamic Change and Creation of Learning Organizations
26.
An
organization
that has a systematic process of leveraging its knowledge to continuously change and improve.
Learn more in: Enabling Knowledge Flow: The Knowledge Management Triangle Model
27.
An
organization
al culture in which leaders are supportive of ongoing
learning
and development of all employees. Garvin et al. (2006) AU45: The in-text citation "Garvin et al. (2006)" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. identified three building blocks for a
learning organization
: an environment where employees feel safe to offer new and conflicting ideas, ongoing formal
learning
processes, and leadership that reinforces open-minded discussion. The literature emphasizes that the knowledge work of the 21st century requires
learning organization
s that can remain agile, creative, and innovative in an ever-changing global landscape.
Learn more in: Integrating the Arts for Leadership Education and Development: Holistic Learning for the Future of Work
28.
A business that is committed to discovering how to improve its services and/or products, is devoted to a culture of
learning
. This culture nurtures team
learning
, where all employees are tuned into the shared vision; individuals can pursue and develop their expertise to enhance their personal mastery; the
organization
follows the systems thinking approach. The assumptions that employees have are considered as mental models which influence the way individuals react and behave.
Learn more in: Service Learning: The Essence of Social Inclusivity Through Transformational Education
29.
An
organization
that promotes collaboration, cooperation,
learning
opportunities, and critical questioning of the
organization
.
Learn more in: Transformative Learning in the Workplace
30.
An
organization
possessing an environment promoting individual and team
learning
capabilities, either by design or as a result of several
organization
al factors facilitating such an environment.
Learn more in: Learning Organizations: Connections between Diversity and Innovation
31.
“A
learning organization
is a place where employees excel at creating, acquiring, and transferring knowledge. There are three building blocks of such institutions: (1) a supportive
learning
environment, (2) concrete
learning
processes and practices, and (3) leadership behavior that reinforces
learning
” (Garvin, Edmondson, & Gino2008, p. 110).
Learn more in: The Impact of Technology on Organizational Learning and Leadership
32.
Is an
organization
that facilitates the
learning
of its members, in order to learn effectively and enhances
organization
al performance (or achieve the
organization
’s objectives).
Learn more in: Practices and Challenges of Knowledge Management in the Greek Public Sector
33.
An
organization
that identifies the employees as a long-term strategic investment and recognizes the vital importance to develop the unique individual competencies of each member.
Learn more in: Leveraging Workforce Diversity: Utilizing Technology
Find more terms and definitions using our
Dictionary Search
.
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appears in:
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