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Organizational Learning management homework help

Organizational Learning

Part 1

Evaluate the four traits of organizational learning.  Provide examples of how learning and change can impact one another.  

Your initial post should be at least 200 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references. 

Must use and reference the attached chapter:

Weiss, J.W. (2016). Organizational Change (2nd ed.). San Diego, CA: Bridgepoint Education, Inc. 

Part 2

Review the two peers’ posts separately below.  Discuss any similar or opposing perspectives you have, with at least two of your peers.  Take care to be professional and polite even if your beliefs or viewpoints differ.

Must use and reference the attached chapter:

Weiss, J.W. (2016). Organizational Change (2nd ed.). San Diego, CA: Bridgepoint Education, Inc. 

Peer 1: CT

The four traits of organizational learning are constant readiness, continuous planning, improvised implementation, and action learning (Weiss, 2016). Constant readiness is learning organization’s ability to respond to change situations. During the  readiness organization
question themselves and their assumptions and make adjustments.  Continuous planning is leaders focus on strategies and flexible approaches rather than mapping every step of a process.  Most organization successfully combined flexible strategic approaches with electronic databases. These companies changes their plans to better the business. Improvised Implementation has several meanings that welcome change the business encourage experimentation and reward successful wide companies. When working with a team to reach  a goal you have to  allow different  goals to fulfill the big picture.Action Learning refers to continuous planning—that is, instead of annual review-style reflections and planning, organizations that engage inaction learning constantly reflect and adjust. There are going to be times when business are long term goal mohave sometimes short terms goals. As I work with my student with hands on materials you have to plan a goal were the students can organize the  learning task. 

Peer 2: JM

Constant readiness, continuous planning, improvised implementation, and action learning are the four traits of organizational learning (Weiss, 2016). Constant readiness refers to a learning organizations ability to respond to change situations. Continuous planning is where leaders will focus on strategies and flexible approaches rather than mapping out every step of a process. Improvised Implementation means everyone plays a creative role and contributes to the big picture, they have the ability to make decisions themselves when the time comes. And last action learning means that you are constantly making adjustments to now planning or changes that may arise. Now Learning and change go hand in hand. Correspondingly, organizational learning leads to organizational change. Thus, learning and change impact one another in many ways, such as constant readiness, continuous planning, improvised implementation, and action learning (Weiss, 2016). When a learning organization has the ability to respond to different change circumstances it has constant readiness. Strategies and flexible approaches are the focus of organizational leaders rather than a step-by-step process with constant planning. Improvised implementation has occurred when an organization welcomes change, inspires research, and reward small achievements. Action learning is when organizations constantly reflect and change. By reflecting, learning, and continuing, action-learning progresses to large-scale organizational learning and change.

References:

Weiss, J.W. (2016). Organizational Change (2nd ed.). San Diego, CA: Bridgepoint Education, Inc. 

 

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