1. Evaluate the learning culture of the organization.
Clariant and Saunders put forward 36 important projects as the basis for evaluating organizational learning culture, six of which are of great significance, that is, there are formal and informal structural plans in the organization to encourage members to share learning results with each other, and the organization can plan for solving problems and learning.
Expect and encourage learning at every level of the organization. People have a long-term vision of the organization and can adapt to the work form. Organizations can motivate their members and provide resources to make them become self-directed learners and understand themselves and their learning styles, so as to promote communication and organize learning.
2, enhance the enthusiasm of the organization
When an organization operates in a high-pressure and approximate way, it usually brings resistance from its members. On the contrary, if members are treated warmly and friendly, the organization will show its openness and coordination.
3. Be able to think safely in the workplace.
Security is the basic demand of human beings, and it is also indispensable for individuals and organizations at every stage of their growth and development. Creating a safe learning environment requires three necessary spare parts: * * Knowledge structure: an organization can establish a perfect system with good norms so that its members can carry out influential actions.
Education: promote the education of members and support their problems. Education means helping members succeed, not helping them do things. Ability to solve problems: take solving problems as a way of life.
Step 4 reward adventure
Every new crisis is an opportunity to learn, which can make the organization more successful. An appropriate crisis is the raw material for progress and success. Establishing an adventurous culture in an organization is one of the elements of its survival and development.
5. Help members become learning resources for each other.
Members of an organization are the greatest resource for learning from each other. If they can make good use of it in an organization, they can often play a huge role in improving organizational efficiency. In this regard, members can deeply reflect on their own abilities and expertise through self-evaluation, and then establish a group resource directory to help members understand each other's talents, so as to achieve the purpose of learning from each other and growing together.
6. Application of learning ability in work
In the workplace, successful learning has three characteristics: learning must be combined with work; Learning must be enlightening; Learning is discovery.
7. Describe the organization's vision.
In an organization, it is necessary to clearly describe its future development prospects, as a member's direction and goals. The vision of the organization needs to be established by the members together.
8. Integrate the vision of the organization into life.
The learning organization is deeply influenced by the action theory, emphasizing the transformation of the organization's vision into action and further deepening it into the whole life.
9. Connect the system
Learning organization emphasizes thinking. Klein and Saunders believe that an organization can establish its system theory from six directions: historical memory, goals, rules, continuous progress, feedback and human behavior in the organization.
10, expressing the direction of the organization's future efforts.
Put all the above steps together, implement them thoroughly, and accept any challenge. At the same time, it points out the direction for the future development of the organization. From the above discussion, we can find that if we want to create a modern learning organization, we should at least establish the concept and practice of "learning while working" in the organization.
Extended data
A successful learning enterprise should have six elements:
1. To have the concept and mechanism of lifelong learning, it is important to form the steps of lifelong learning.
2. Multi-feedback open learning system focuses on creating a variety of learning methods and introducing knowledge through a variety of methods.
3. Form an organizational atmosphere of learning, enjoyment and interaction, and pay attention to corporate culture.
4, with the growing motivation to achieve the same goal, focusing on the constant innovation of the same goal.
5. Work-study program enables members to activate the meaning of life, focusing on stimulating people's potential and enhancing the value of life.
6. Study and work make enterprises innovate and develop continuously, and pay attention to improving adaptability.