Give an example of what a learning organization is

A learning organization.

Definition: A learning organization is one that is skilled at creating, acquiring, and transmitting knowledge, while also adapting its behavior to new knowledge and insights.

Lenovo - China's first learning organization.

Lenovo Group. Founded in 1984, it has now developed into 19 domestic branches, 21 overseas branches, nearly 1,000 sales outlets, more than 6,000 employees, and net assets.

1.6 billion yuan to Lenovo Computer.

Computer motherboard, system integration.

**Sales, industrial investment and science and technology park six pillar industries based on the integration of technology, industry and trade, diversified development of large-scale information industry group. In 1997, the total sales reached 12.5 billion yuan, and in the main business areas have made remarkable achievements, including Lenovo computer broke into the Asia-Pacific top ten ranked fifth, Lenovo QDI motherboard ranked third in the world's board **, Lenovo system integration company became one of the outstanding system integration enterprises in China. From 1995 to 1997, it ranked second among the top 100 electronic enterprises in China for three consecutive years, and ranked first among the top 100 high-tech enterprises in China.

management methods, so as to grow healthily.

In the early days, Lenovo learned market operation, channel construction and management methods from the cooperation with Hewlett-Packard (HP), and learned enterprise management experience, which was of great benefit to Lenovo to successfully overcome the management obstacles in its growth. Now, Lenovo actively carries out international and domestic technical cooperation, and cooperates with many well-known companies in the computer industry, such as Intel.

Intel), Microsoft.

Hewlett-Packard, Toshiba, etc., maintain a good cooperative relationship and have benefited a lot from cooperation with many large international companies.

In addition to learning from its partners, Lenovo is a very intentional "learner" who learns from competitors, the best companies in its own or other industries, and its customers.

Liu. There is a famous saying: "If you want to fight, you can't beat it blindfolded." The meaning of this sentence is to be good at summarizing, good at thinking, and not just doing without summarizing.

Analysis: 1. What kind of company is Lenovo?

2. How many learning styles does he have?

3. How do you generalize?

2. Learn from cooperation; learn from others; Learn from your own past experiences.

A successful learning enterprise should have six elements: first, it has the concept and mechanism of lifelong learning, focusing on the steps of lifelong learning; The second is the multiple feedback and open learning system, which focuses on creating a variety of learning paths and using various methods to introduce knowledge; The third is to form an organizational atmosphere of learning, sharing and interaction, focusing on corporate culture; Fourth, it has the growing motivation to achieve common goals, focusing on continuous innovation in common goals; Fifth, work and learning enable members to activate the meaning of life, focusing on stimulating people's potential and enhancing the value of life; Sixth, learning and working enables enterprises to continue to innovate and develop, focusing on improving adaptability.

For example, an organization is not supported by a hero, but by everyone working together, learning from each other, and forming an organization together!

It is to have the ability to learn on their own, and to be able to make their own judgments according to the learning process. For example, given some numbers, 1 3 5 7 9, then the organization learns and knows that the following data may be 11 13 15 and so on.

Answer]: B Learning organization shows the overall characteristics of continuous learning, continuous innovation, continuous transcendence, and continuous development, including: The members of the organization share a common vision.

Strong organizational learning ability and change ability. Organizational structures tend to be optimized, flattened, and resilient. Emphasis is placed on team learning, advocating individual learning or combining with group learning.

Organizations are systems thinking and adapting. It is an open organization, and consultation and dialogue have become a basic social norm that is universal.

"A learning organization refers to an organic, highly flexible, flat and humane, sustainable development organization established by cultivating a learning atmosphere that permeates the entire organization and giving full play to the creative thinking ability of employees.

The idea of the Habit Organization originated with Professor Forrester of the Massachusetts Institute of Technology in the United States. He was a brilliant technologist and the leader of the team that created the world's first general-purpose computer, the "Whirlwind", in the early 50s of the 20th century.

The system dynamics he pioneered was a method to study the complexities of human dynamics. The so-called dynamic complexity is to see everything as a dynamic and ever-changing process, as if it were a never-ending stream.

Peter Senji is the founder of the theory of learning organizations. As a fellow student of Forrestal, he has been working on more ideal tissues based on system dynamics.

After receiving a bachelor's degree in aeronautical and space engineering from Stanford University in 1970, Peter Shengji entered the MIT Sloan School of Management for a Ph.D., where he studied the integration of systems dynamics with organizational learning, creation theory, and epistemic science to develop a new concept of organization.

Since organizational learning is carried out at the four levels of individual, group, organization, and society, its function can also be explained from these four levels. From the perspective of individuals, learning organizations should create opportunities for individuals to learn and promote a dialogue atmosphere among employees in the organization; From the perspective of the group level, the learning organization is conducive to encouraging employees to work together and enhancing the cohesion of the team. From an organizational perspective, a learning organization helps to establish a learning and learning sharing system, and motivates members to move towards a common vision. From the perspective of society, the learning organization promotes the adaptation of the organization to the environment, helps the enterprise to serve the society and the general public, fulfill its due responsibilities, and bring good news to the people.

A learning organization is one that is skilled at creating, acquiring and transferring knowledge, while also adapting its own behavior to new knowledge and insights. In today's world, all enterprises, no matter what theory they follow for management, there are two main types, one is hierarchical power control, and the other is non-hierarchical power control, that is, learning enterprises.

Briefly describe the basic characteristics of a learning organization with a common vision; Creativity; Keep learning.

1. A common vision:

The common vision of the organization is higher than the personal vision of the employee. It is a vision of the vision of all employees in the organization, and it is their shared ideal. It brings people of different personalities together and moves towards a common goal.

2. Creativity:

There are two types of work in a business, one is reflective and the other is creative. The reflection is that the superior came to inspect the subordinate to reflect, and if there was an accident, what is the effect of the reflection? At best, the status quo can be maintained, and the vast majority of people and most of their energy are used to reflect, rather than have the courage to create.

The development of an enterprise is creative work. Without creation, the enterprise will be eliminated.

3. Keep learning:

This is the characteristic of a learning organization. The so-called "good at continuous learning" has four main meanings:

The first is to emphasize "lifelong learning". That is, the members of the organization should develop the habit of lifelong learning, so as to form a good learning atmosphere in the organization and promote its members to continue to learn in their work.

The second is to emphasize the "full staff of scholars". That is, the decision-making level, management and operation level of the enterprise organization should devote themselves to learning, especially the management decision-making level, they are an important class that determines the development direction and destiny of the enterprise, so they need to learn more.

The third is to emphasize "whole-process learning". That is, learning must be carried out throughout the entire process of the operation of the organizational system. John.

Redin proposes a learning organization theory known as the "fourth model". He believes that the operation of any enterprise includes three stages of preparation, planning and implementation, and learning enterprises should not learn first and then prepare, plan and implement, do not separate learning and work, and should emphasize learning while preparation, learning while planning, and learning while implementing.

Fourth, it emphasizes "team learning". That is, it not only attaches importance to individual learning and the development of individual intelligence, but also emphasizes the cooperative learning of organizational members and the development of group intelligence (organizational intelligence). In a learning organization, the team is the most basic unit of learning, and the team itself should be understood as a group of people who need the cooperation of others.

All the goals of the organization are achieved directly or indirectly through the efforts of the team.