LSUS MBA 701 EXAM 2 EXAM REVIEW STUDY
NOTES
◉ Generative Learning.
Answer: -Creativity and innovation, going beyond just adapting to
change and being ahead of it.
-Total reframing of org's experiences and learning from that process
◉ Three major dimensions/characteristics of learning
organizations.
Answer: -Presence of Tension: stems from the gap between org's
vision & reality; suggest the learning org continuous questions and
challenges status quo.
-Systems Thinking: shared vision of employees throughout the
whole org, and openness of new ideas and external environment.
-Culture Facilitating Learning: org culture places a high value on
process of learning and goes beyond mere lip service by setting
mechanisms in place for suggestions, teams, empowerment, and
empathy.
◉ OB in Learning Org.
Answer: -Adaptive: employees' reacting to environmental changes
with routine, standard responses that often result in only short-run
solutions.
, -Generative: affect the way personnel defines and solves problems;
employees taught how to examine the effect of their decisions and
change their behaviors as needed.
◉ Learning Org's characterized by HUMAN-ORIENTED CULTURAL
VALUES.
Answer: -Everyone can be a source of useful ideas; dispensing access
to valuable info to personnel
-People closest to the problem have best ideas regarding how to
solve it
-Learning flows up & down; managers & employees can benefit
-Mistakes should be viewed as learning opportunities
◉ Establishing a Learning Org.
Answer: -Breaking out of bureaucracies
-Develop systemic thinking among managers; identifying source of
conflict and make astute trade-offs
**Managers must learn to encourage their people to redirect
energies towards substance of disagreements rather than toward
personality clashes or political infighting.
-Develop creativity among personnel.
--Promote and help unlearn creativity: persona flexibility and
willingness to take risks. Also, willingness to accept failure!
--"Ready, fire, aim"
NOTES
◉ Generative Learning.
Answer: -Creativity and innovation, going beyond just adapting to
change and being ahead of it.
-Total reframing of org's experiences and learning from that process
◉ Three major dimensions/characteristics of learning
organizations.
Answer: -Presence of Tension: stems from the gap between org's
vision & reality; suggest the learning org continuous questions and
challenges status quo.
-Systems Thinking: shared vision of employees throughout the
whole org, and openness of new ideas and external environment.
-Culture Facilitating Learning: org culture places a high value on
process of learning and goes beyond mere lip service by setting
mechanisms in place for suggestions, teams, empowerment, and
empathy.
◉ OB in Learning Org.
Answer: -Adaptive: employees' reacting to environmental changes
with routine, standard responses that often result in only short-run
solutions.
, -Generative: affect the way personnel defines and solves problems;
employees taught how to examine the effect of their decisions and
change their behaviors as needed.
◉ Learning Org's characterized by HUMAN-ORIENTED CULTURAL
VALUES.
Answer: -Everyone can be a source of useful ideas; dispensing access
to valuable info to personnel
-People closest to the problem have best ideas regarding how to
solve it
-Learning flows up & down; managers & employees can benefit
-Mistakes should be viewed as learning opportunities
◉ Establishing a Learning Org.
Answer: -Breaking out of bureaucracies
-Develop systemic thinking among managers; identifying source of
conflict and make astute trade-offs
**Managers must learn to encourage their people to redirect
energies towards substance of disagreements rather than toward
personality clashes or political infighting.
-Develop creativity among personnel.
--Promote and help unlearn creativity: persona flexibility and
willingness to take risks. Also, willingness to accept failure!
--"Ready, fire, aim"
