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Chrislip & Larson, 1994, p. 14). Collaborative leadership
Chrislip and Larson's six principles of collaborative leadership
Collaboration within the organization
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A learning organization is a developmental model leaders use to help their organization do three key things: (a) know what to do, (b) do what it knows, and (c) expand its capacity to learn new things and act on that new knowledge (Garvin, 2000; Senge, 1990) I would analyze my teams’ experience was very positive, knowledgeable, comfortable, and easy to have a smooth conversation with one another with even a few laughs. The two of us had a very good conversation in regards to our family members, and us in general, which we could relate to. We learned about the work we do, where we work, including our spouses, and children to make sense of our unique ways of life. Further, we just briefly talked about our challenges, likes, and dislikes and what our vision is moving forward. Moreover, I will be giving it a further thought into intervention to some of our discussions moving forward. For our Zoom challenge, and the two Marshmallow challenges we concentrated on the tasks at hand and did not discuss, or share any personal information. We were very supportive of each member of our team, and worked very smart, especially for our second challenge. Garvin, Edmondson, and Gino (2008) argue three …show more content…
We all have had individual ideas that we used to support each one of us. We proceeded with the project with an open mind and made every effort to go according to what was discussed before embarking on the task. It could be said that the reason we were successful was that we followed all the sequences as discussed, especially the last one. It was apparent that we were all committed to the success of the team, we were able to motivate each other by engaging all the team members to aim to achieve at the highest level. We all followed open communication to follow the processes in
One of the main issues impeding the efficiency and preventing successful teamwork in this situation was uncertainty with the structural design of this project team. I was more familiar (and comfortable) with a rigid chain of command structure. My belief that we should be precisely executing the stated orders of our Navy leadership created obstacles for the other team members. Other more academically inclined team members were less oriented toward this centralized structure and therefore did not comprehend my opposition to their content ideas.
The collaborative team did a great job interacting during both cases. They were very professional, and respectful to one another. Each member of the team played a significant part in each procedure.
These disiplies are important in establishing a learning organization because in a growing environment, it is important to provide “creative thought process” feel. Concepts, ideas, and solutions should be discussed and available to everyone. Learning organizations set us free. Employees are allowed to express their ideas and challenges which contribute to a more efficient work environment. A learning work environment that incorporates these 5 disciplines can create the desired results where people and the organization will be equally
found that all the teams were compatible, and began working on the job at hand.
In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization," which he defines as "an organization that is continually expanding its capacity to create its future." A learning organization excels at both adaptive learning and generative learning.
What started out with futures planning at RDS has now become something much more. A major force behind the creation of a school of thought coined the learning organization; Royal Dutch Shell and U.S. Shell were successful in transforming themselves into competitive and effective enterprises. Their work is not done however, because the work of a learning organization is never done. It must continually improve and develop, and every employee in the company must commit to this, from the janitor to the CEO.
Second, team members must appreciate one another’s perspectives and refrain from blaming one another for problems they may encounter. Before Jimenez’s team-based productivity project, the engineers and the operations workers at the Wichita site neither understood nor appreciated the other side’s contributions. Jimenez and Keller set up the monthly meetings to discuss problems and resolve them. That was an excellent mechanism for providing information on the different contributions and challenges of the various camps. Moreover, their active intervention during those meetings helped stop the blaming. Finally team members must create shared views of problems and shared approaches for resolving them. Those commonalities must be acceptable to everyone if they are to provide the core for new ways of doing things. The monthly problem chats represented the beginning of process if developing acceptable approaches. The company softball games provided a powerful way for the brains and the brawn to develop a shared picture if their plant and its goals, as well as to get to know individuals from the other side and to appreciate their perspectives.
When asked the question, “Does organizational learning and learning organization have the same meaning?” , there seems to always be a misunderstanding on whether the two terms are different or the same. Before taking this course I was one of the people who thought they were the same. Although they are similar, the two terms have many differences that makes each unique. There are many journals, novels, articles, and literature reviews that cover the topic of organizational learning and learning organizations. Each article explains different factors about the two terms that would give readers a better understanding.
The learning organization is the opposite of the traditional organization. It believes that there is always a better way to do things, it listens to those who work within the company, utilizes a systems approach, is orientated towards people and ideas, prevents problems, quality and customer-service is essential, and accountability to the team is essential (Anderson, 2003). The lear...
Under the context of NASA Agency the learning organization means: Building and overcoming tendencies such as foam strikes in the management, following rules and regulation governing the management, adherence and compliance with collective knowledge to every individual tribulation. Explicitly, learning organization is the foundation upon which the whole structure of knowledge management is built. Organization has high developed frame work, where the total task or an activity is separated into manageable workings in order to facilitate the achievement of objectives. Accordingly, organization is the mechanism that facilitates learning in a wide range of wisdom acquisition. In a static sense, an organization is a formation manned by group of individuals who are working together towards a common goal. The main characteristics or Features of learning organization are as follows:
Knowledge oriented view of the organizations argue that knowledge and learning capacity influence the organizational performance and also direct the firm to achieve sustainable and continuous competitive advantage (Zhang, 2008). In last thirty years extensive research have been conducted on the OL and it has contributed a lot in the organizational development and change management, but still there is a little agreement on what is meant by the term OL and its nature. (Crossan, Lane & White, R.E, 1999; Huber, 1999 and Kim, 1993). The reason for this problem is that the OL has been studied by many disciplines and perspectives (Lopez, et al, 2006). According to (Argyris, 1995),” Learning occurs whenever errors are detected and corrected or when a match between intentions and consequences is produced for the first time.” (p.20). According to Huber (1991), when knowledge is acquired, information is spread, correctly analyzed, and recalled, organization learning eventually takes place. He further assumed that learning occurs in the organization if any of its unit acquires information useful to the organization. This is also supported by DeNisi & Griffin (2008) that “OL is the process by which the organization “learns” from past mistakes and adapts to its environment.”
Organization is a group of people working together to achieve common goals. While doing so organizational learning takes place. Organizational learning is the process of collective education in an organization that has the capacity to impact an organization’s operations, performance and outcomes. It occurs in all organizations and it reflects how individuals, teams and organization learn and transform. Organizational learning demands individual learning and it also helps employees become more creative think critically. If an organization wants to be successful and stay competitive, organizational learning is one of the best ways to do it by bringing some changes to leadership style, culture, communication systems, and technology and organizational learning can become an integral part of any company. “Organizational learning is one of the vital sources in order to achieve competitive advantage in strategic management.” (Allameh & Moghaddami, 2010)
A learning organization is an organization that is constantly learning and transforming. Whole organization, work teams and members are the starting point of the study. Learning is a continuous and strategic process, combined with the work. Learning will lead to changes in knowledge, beliefs and behavior. Then strengthen the ability of the organization's innovation and growth in order to face complicated external environment and maintain competitiveness.
More recently, the Learning Organization theory of management has taken hold, stemming largely from the need of organizations to deal with rapidly evolving technology. Learning Organization combines the System Approach view of the organization as a system, with the Self-Actualizing Movement’s view of employee autonomy and
Besides, as stated in the book The Fifth Discipline, Peter Senge (1990) defines a learning organization as an organization where individuals constantly grow their ability to produce the results they genuinely seek in their life. He also mentioned that in a learning organization, new and broader mindset is cultivated, collective aspirations set free and the organization is continually discovering how to learn to create their own future.