Let s talk about how to buy a learning organization

The key is to use the five cultivation management methods of the learning organization to guide and train the backbone counselors, promote the long-term and continuous development of the learning organization, and form its own corporate culture.

The spread of learning organization management methods around the world was accompanied by the publication of the book "The Fifth Training - The Art and Practice of Learning Organization". The author of the book, Dr. Peter Shengji, integrates the achievements of famous professors in Massachusetts and Harvard, absorbs the essence of Eastern and Western cultures, and refines it after ten years of work. Therefore, it is widely respected by the world's business management circles.

It improves the thinking methods and habits that restrict the development of the organization for a long time, forms new visions, new thinking, new habits, and improves the organizational culture by carrying out the training of five trainings of system thinking, self-transcendence, mental model, common vision, and group learning in the organization.

The fifth training "is to solve the five basic problems faced in the development of the organization, any of our organizational units is an organizational system, in this system there are large and small groups, the development of the team must have goals, common vision, the realization of the goal requires the self-transcendence of individuals in the group, creative work. Self-transcendence is governed by work motivation, and motivation is governed by the concept of one's mental model. To change people's concepts, we need to clarify the outlook on life, values, and world view, and we need to have systematic thinking and the concept of the system as a whole, so that people can jump out of the trap of limited thinking, find their own position in the system, do a good job based on their own duties, and have an overall concept in the work, and pay attention to the overall cooperation of the team.

The five training methods of learning organizations improve the organizational culture as a whole through training and drills, so that the organization can enter the track of long-term sustainable development.

1. Cultivate learning workers and establish the foundation of a learning organization. Today's world is dominated by a knowledge-based economy, and knowledge is the most important force for economic development.

For a country, every worker should become a learning worker, and only in this way can the competitiveness of the whole country be improved. For enterprises, not only every employee should become a learning person, but also the entire enterprise should become a learning organization, because the only lasting advantage of the enterprise in the future is the ability to learn faster and better than its competitors. There are five requirements for establishing a learning organization, one is to cultivate personal awareness of lifelong learning and consolidate the overall learning foundation of the organization.

Second, it is necessary to grasp market opportunities and carry out organizational reforms, and establish a scientific and rational decision-making model. The third is to integrate and integrate the wishes of individuals into the aspirations of the organization as a whole. Fourth, it is necessary to learn from all staff and groups.

Fifth, we must think systematically. Of these five requirements, four of them are directly related to propaganda and ideological work. Through the ideological education of cadres and workers, it can not only enable cadres and workers to establish a correct world outlook, outlook on life and values, stimulate a strong desire and enthusiasm for learning, mastering, applying and innovating science and technology, but also is very conducive to the integration of personal aspirations; Insisting on carrying out learning activities can create an atmosphere of innovative learning and achieve the goal of "learning for all employees"; Adhering to the study style of integrating theory with practice, focusing on theoretical thinking on practical issues, and focusing on new practice and new development, can improve the ability to think systematically.

How do you understand the construction of a learning organization? How to build your own company into a learning organization.

Example 1 At 4 p.m., the meeting of the head of the year group and the head of the department in a middle school is about to begin, and the participants have notebooks in front of them, and the seats are empty. There was a difference of one point and four points, and Principal Zhang came in and said:

Now it's a meeting, and everyone is busy. This is the agenda of the meeting, and each person will take one sheet". "As you all know, the Education Commission will select some schools in the city to carry out a pilot project of 'internal management system reform', and I intend to strive for the opportunity to pilot it.

I'm sure you have all read the Education Commission's document and the pilot plan for the reform of the internal management system that I have drawn up for the University. Then the door opened, and the latecomer came in cautiously, closed the door, and sat down in the vacant seat. The headmaster looked at him and continued, "Are there any difficulties with the pilot plan for the renovation that I have drawn up, and the requirements for your grades and departments?

The meeting continued like this......Example 2 b The meeting of the Head of Year and Head of Department will start in 5 minutes. In the corner of the room, President Wang was enthusiastically talking with the head of the department. At four and three o'clock, the principal looked inside and said

Let's wait a little longer for Mr. Song, and I know that he is very interested in this topic. At 4:08, President Wang suggested that the meeting begin. Everyone sat in a random circle.

Principal Wang said: "I would like to know your views on the Education Commission's pilot plan for the reform of the school's internal management system, whether our school is piloting, and what are your opinions. Most of the participants had their opinions.

I spent a little more time talking to the parents. "It's okay. Pour a cup of tea, pull up a chair and sit down, and we'll tell you what we just talked about," said the principal.

Teacher Song sat down, and the meeting began to discuss the question raised by the principal: "How do we formulate a school reform plan?"

Summary. A learning organization refers to an organic, highly flexible, flat, humane, and sustainable organization established by cultivating a learning atmosphere that permeates the entire organization and giving full play to the creative thinking ability of employees. This is the ideal state of a knowledge-based organization, and it is the practical goal of a knowledge-based organization, which has the ability to continuously learn and has an effect that is higher than the sum of individual performance.

What is a learning organization, what are the characteristics, and how to establish a learning organization in combination with the actual situation.

Hello, dear to your question, I have seen it, and I am working hard to help you sort out the answer.

A learning organization refers to an organic, highly flexible, flat, humane, and sustainable organization established by cultivating a learning atmosphere that permeates the entire organization and giving full play to the creative thinking ability of employees. This is the ideal state of a knowledge-based organization, and it is the practical goal of a knowledge-based organization, which has the ability to continuously learn and has an effect that is higher than the sum of individual performance.

Summary. Hello! Here's how to build a learning organization:

To truly turn an organization into a learning organization, the first thing is to shape a cultural atmosphere, and this organization has the ultimate pursuit of learning and growth. There is a book called "Culture for All", which emphasizes the conceptual and theoretical framework, and explains how these organizations put learning and growth to the extreme, and put the growth of business and employees and the growth of the organization in an equally important position. The above is the answer given.

You can refer to it, I hope it will help you. If you are satisfied with my service, I hope you can give my service a thumbs up. I wish you a happy life and all the best.

How to build a learning organization.

Hello! How to build a learning organization is as follows: To truly turn an organization into a learning organization, the first thing is to shape a cultural atmosphere, which has the ultimate pursuit of learning and growth.

There is a book called "Culture for All", which emphasizes the conceptual and theoretical framework, and explains how these organizations put learning and growth to the extreme, and put the growth of business and employees and the growth of the organization in an equally important position. The above is the answer given. You can refer to it, I hope it will help you.

If you are satisfied with my service, I hope you can give my service a thumbs up. I wish you a happy life and all the best. 

Can you say more?

Ahahahaha.

I refer to the references a lot.

Wait a minute, I'll find out.

1. Evaluate the organization's learning culture 2. Promote the organization's motivation 3. Be able to think peacefully in the workplace 4. Reward risk-taking.

1) Create a good organizational culture. To create a learning organization, first of all, it is necessary to create a good organizational culture, advocate all employees to develop a positive spiritual outlook, and make it clear that learning is to work better, and work needs to continue to work hard, so that learning becomes a conscious behavior of employees. (2) Practice the "people-oriented" management philosophy.

Managers should regard every employee as the main body of the enterprise, focusing on understanding people, that is, convincing people with reason, restraining people with rules and regulations, standardizing people, so that every employee can consciously abide by rules and disciplines. At the same time, we actively guide employees to participate, pay attention to using all opportunities to disseminate scientific management concepts and innovative thinking to employees, and let employees participate in the management of the enterprise. (3) Establish values that are shared by employees.

Enterprises should form core values according to their own development strategies, guide employees to do their best to work and learn around these values, improve their work level, and improve their service attitude and service model.

There are three basic principles for enterprises to form a learning organization:

1.Top managers and largest shareholders should join in the study.

2.It has an open, fair and fair reward and punishment system.

3.Every employee understands that learning organizations are willing to take on challenges.

If there are indeed three principles to support the following steps, you can proceed step by step:

1.Establish corporate strategic goals and obtain a consensus after systematic thinking of all employees2Each person according to corporate goals = establish personal and organizational goals and measurable performance beyond themselves3

Perform actions that surpass oneself and be evaluated by customers or businessmen 4Based on the results of the evaluation, we will re-establish the goal of transcending oneself and thinking outside the box5The executive team learns to incorporate project management instead of departmental functions.

6.One by one, the mental model of the personnel is updated, and the consensus of the community is again sought7Never give up, stick to the learning organization, get the best profits.

The above content is for reference, if it helps, please share, if there is anything wrong, please inform the improvement!

It's a long process, and it takes a series of implementations to change mental models, reach a shared vision, and so on. There are a lot of psychological means to assist in training, mainly because the people of that organization (that is, the training instructor) are very important, if you want to know how to do it specifically, it is more complicated, and you can't really explain it in one sentence or two.

The truly great companies of the future will be those that enable people at all levels to engage and continuously learn, that is, learning organizations. This issue of "Guiran People" shares the feelings and experiences of Pi Qiuru, a student of the first intensive research class of Guiran Academy and chairman of Guangdong Gangbo Electric Power Technology, about his feelings and experience in building a learning organization.

Since the concept of learning organization was proposed, it has been one of the focuses of widespread attention in the society, and some excellent business managers are exploring ways to create a learning organization, in order to expect enterprises to gain the motivation to survive and develop in a fierce competitive environment. American management master Peter Shengji was the first to mention in his book "The Fifth Discipline" the five ways to create a learning organization, that is, the five disciplines: establishing a common vision, changing the mental model, team learning, self-transcendence, and systematic thinking.

He believes that the ideological awareness of teams and individuals is the key to creating a learning organization. This theory has made an important contribution to the management community, and has had a great impact on the organizational management of enterprises, so that more and more managers have accepted the concept of organizational learning.

Later scholars have also conducted further research on how to create a learning organization, among which the new generation of learning organization theory has become the most popular theory in recent years, especially the method of creating a learning organization, which has been widely recognized by virtue of its practical and operational advantages. The new generation of learning organization theory believes that the key to creating a learning organization is to establish an effective learning and innovation mechanism, and has nothing to do with ideological awareness. The theory names the mechanism of learning and innovation as a "learning loop".

The Learning Loop is a closed-loop system with strong system dynamics that includes four items: Asking Questions, Learning, Presenting Solutions and Suggestions, and Examining. Each department and each management subsystem can set up a corresponding learning loop to carry out continuous cycle operation, so as to improve professional technology, operational performance and management level.

All learning loops form a learning network, which is a flexible and flat informal organization, independent of the original organizational structure, dedicated to learning and innovation. This arrangement will not change the original organizational management structure, nor will it occupy the organization's working time, but more importantly, it can provide a steady stream of innovation vitality for the organization through the operation of the learning ring to ensure the continuous development of the organization. Through long-term operation of the learning ring, organizations can continuously improve their learning and innovation capabilities, and create a learning organization that suits their own development needs.