Four competencies of the learning organisation
The four competencies of the learning organisation is a knowledge management theory. It is thought that to be successful in managing knowledge, four competencies need to be developed: 1. Absorption – taking in knowledge from outside the organisation 2. Diffusion – spreading knowledge around inside the company 3. Generation – creation of knowledge inside the organisation 4. Exploitation – exploiting knowledge in services and products. The theory behind this model is that organisational learning should be pursued at all times. There are four types of knowledge (expert, methodological, social and know-how) that need to be gained and distributed throughout the company. It is important to be able to get knowledge out of people’s heads and shared for the benefit of the company. The model is used to understand the learning capabilities of the organisation and to correct any problems with knowledge sharing that may currently exist.
Generic competitive strategies
Michael Porter suggested that there are just three consistently successful strategies for succeeding in business: 1. Cost leadership requires an organisation to protect itself against all of Porter’s Five Forces (competitive rivalry, buyers, suppliers, substitutes, potential entrants) 2. Differentiation – to differentiate is to offer something completely different from other companies; companies following this route need to spend more time and resources on aspects such as research and design; while there is only one cost leader in a marketplace, there may be many differentiators 3. Focus is a company’s attempt to narrow down to one group of customers or one limited product; the idea behind this approach is to provide products or services to one small marketplace extremely well. Porter thought that it was necessary to select one of these strategies in order to succeed.
The Gods of management (a cultures model)
This model uses Greek gods to illustrate four...
Prepare a list of 5 competencies for your own position. Explain why you choose these competencies and what do they include behaviorally?
Competencies are the core elements of talent management practices that are the demonstrable and measurable knowledge, skills, behaviours, personal characteristics that is related with the success of the job. Choosing the right competencies allows employers to:
• Plan how they will organize and develop their workforce.
• Determine which job classes best fit their business needs.
• Recruit and select the best employees.
• Manage and train employees effectively.
• Develop staff to fill future vacancies.
Now,I am not working but I am a math teacher.For my position, competencies are;
Interacting/Communicating with Students: I choose this competency because I must be able to positively interact with all students. This includes difficult students, students who work below grade-level and students whose personalities just grate on a teacher. When classroom interaction occurs, a teacher may not be able to identify all the relevant factors that were used to develop a meaningful dialogue. Teachers must put aside their prejudices and feelings in order to treat all students with respect, provide them with equal opportunities for learning.
• Learn students’ names
• Be both a good listener and...
...Learning Organization: Why is it important to Organizations?
By Subodh Shakya
Learning is at the heart of a company’s ability to adapt to rapidly changing environment.
* John Browne (CEO, British Petroleum Company)
Introduction of Learning Organization
Learning, today, has become the essential part of our life. People who fail to learn new things, skills or acquire new knowledge have limited probability to success. The same applies to the organizations also. Organizations that fail to learn new skills and acquire new knowledge, are being out of sight from this cut-throat, highly competitive business world. They are bound to improve themselves continuously or else bound to fail. In today’s dynamic environment, no organization can boast for being the best among the others until and unless they are continuously involving themselves in learning processes and preparing themselves to cope with the changes.
At this point, it will be fair enough to mention about learning organization–a practice in which people at all level in an organization are continuously learning new skills and knowledge to enhance their capabilities in order to achieve the desired results. The concept of learning organization was first introduced by Peter Senge (Senge, 1994). He once stated in an interview, that a learning organization is a group of people...
Shift from one listening strategy to another depending on the text and one¶s
purpose for listening
Use attentive listening with informative texts and analytical and critical
listening with argumentative texts
Single out reasons cited in argumentative texts and assess the worth of
ideas presented based on a set of criteria
1.2.1 Determine whether arguments and conclusions are logical or illogical
1.2.2 Determine the stand of a speaker on a given issue
1.2.3 Determine the assumptions underlying the arguments of a speaker
1.2.4 Pick out discrepancies and inconsistencies in supporting ideas
1.2.5 Determine the effectiveness of closing statements in arguments
Determine the information map suited to informative classificatory texts (tree diagrams),
informative process texts (flow charts) and contrastive argumentative texts (grid)
Listen to get the different sides of social, moral and economic issues
affecting the nation presented in panel discussions
1.4.1 Identify the speaker¶s stand on an issue by noting explicit and implicit signals (e.g. choice
of words to highlight or downplay assertions made)
1.4.2 Compare the stand and attitudes of newscasters and panel
Demonstrate openness when listening to statements contrary to one¶s beliefs
Take into account the context and situations that gave rise to statements
contrary to one¶s stand...
...that facilitate organizational learning, the following literatures have followed in the tradition of their work:
Argyris and Schön (1978) distinguish between single-loop and double-loop learning, related to Gregory Bateson's concepts of first and second order learning. In single-loop learning, individuals, groups, or organizations modify their actions according to the difference between expected and obtained outcomes. In double-looplearning, the entities (individuals, groups or organization) question the values, assumptions and policies that led to the actions in the first place; if they are able to view and modify those, then second-order or double-loop learning has taken place. Double loop learning is the learning about single-loop learning.
March and Olsen (1975) attempt to link up individual and organizational learning. In their model, individual beliefs lead to individual action, which in turn may lead to an organizational action and a response from the environment which may induce improved individual beliefs and the cycle then repeats over and over. Learning occurs as better beliefs produce better actions.
Kim (1993), as well, in an article titled "The link between individual and organizational learning", integrates Argyris, March and Olsen and another model by Kofman into a single...
...realistic study plan. Improving my math, writing, and reading skills are some of more important subjects as an English learner student because learning how to write and speak in an academic way is the number one object I should learn to fit perfectly in a professional environment, and because I like math. I also attached to do my best and work hard to get my degree as a personal and educational goal because that is the reason I want to go to school, and get educated.
My career goal is focused on getting a job that I like, and that has a healthy and good environment where I enjoy what I do. Getting my Bachelor’s degree of Science in Business with a Concentration in Sustainable Enterprise Management is the first step to accomplish my career goals. My goals would be to rich a position financially established where I can sustain my family and myself, be a leader, to join in the green marketing, to develop new ways to generate energy in al healthier way, to reduce pollution; there are so many good belongings I can accomplish in this subject. One more of my career goals attached is to buy my own house. I am confident of myself that I can reach and accomplish every of my goals, if not, most of them, once I get my degree and after I had started enrolling in this subject.
* How should your career interest and competencies help guide you in your personal academic journey?
I think the effort I put in school, and the...
...development, learning and preparation for managers must be intentional. Studies of effective managers (Campbell, Dunnette, Lawler, & Weick, 1970; Boyatzis, 1982;
Kotter, 1982; Luthans, Hodgetts, & Rosenkrantz, 1988) suggest that knowledge is
necessary but not sufficient for superior performance as a manager.
Today, many companies are operating in an extremely competitive environment where goals and results to be reached are in an accelerated and constant-improvement process. In the managerial literature, organizational learning is presented as an effective practice to improve competitiveness based on the development of managerial competencies. The centrality of knowledge and a reduced shelf-life of competencies raise the importance of bringing innovation in life-long learning and human capital development processes, above all in terms of people collaboration and interaction.
In a management perspective, competencies are personal capabilities that are demonstrated through measurable knowledge, skills, abilities, and personal attributes, which can contribute to enhanced employee performance and, ultimately, to the individual's and organization's success. In a learning management system, competency management is the system's ability to connect various competencies/skill sets, job...
...of Developing Competency Based Management
Systems in Organisations
16 November 2013
Hotel Green Park, Hyderabad
Competency mapping is a framework of knowledge, skills and characteristics needed to
effectively perform a role in an organization. This helps organization immensely in bringing
clarity in all HR processes. All critical HR processes like recruitment, performance
management, training & development, and succession planning can be linked together and
aligned to specific organization goals, based on clearly articulated competencies.
Competency framework allows us to create customized models that highlight competencies of
the organization to help people in achieving success. Together with target setting, this will
provide an organization with the impetus it needs to have a significant and measurable
impact in gaining and maintaining a competitive advantage.
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...Sigma helps organizations through the journey from Data Engineering to Data Sciences and Decision Sciences thereby institutionalizing Decision Support.
Decision Support Stack
Structured Problem Solving and Guided Analytics Workbench
Decision Support Applications
Analytics Operationalization Systems
Applied Math Algorithms
Natural Language Processing (NLP)
Data Acquisition (Data at Rest, Data at Motion)
Data Storage (Databases, Big Data, In-memory)
Data Processing (ETL, Event Processing)
Data Workflow Management
Computation Enablement Systems
Following are the platforms Mu Sigma provides for decision sciences
Platform that helps decision makers realize the promise of cross-industry learning
Enterprise Signal Platform
Integrated Marketing Mix Solution
Mu Sigma Problem Definition Workbench
Decision Sciences Workbench
Social Media Intelligence Platform & Real-Time Text Analytics
Decision Optimization Engine
High Performance Computing
Text Mining Engine
Frost and Sullivan has identified four broad use case categories of analytics that span...