A Learning Organization Leverages the Initiative and Innovation of Their Most Valuable Asset, the Employees - It Embraces Empowerment, Creative Thinking, Calculated Risk Taking and Even the “Maverick” Principle. the
A Learning Organization leverages the initiative and innovation of their most valuable asset, the Employees - It embraces empowerment, creative thinking, calculated risk taking and even the “Maverick” principle.
The Learning Organization effectively encourages the concept of asking for forgiveness instead of asking for permission. Employees continue to strive to increase their personal output and positive results on the job. The objective is to create an environment that will allow its employees to operate in levels one and two of the initiative scale.
Levels of Initiative:
1. Act immediately and routinely report
2. Act immediately and immediately report
3. Recommend and act on agreed solution
4. Ask
5. Wait to be told
A Learning Organization is “an organization in which everyone is engaged in identifying and solving problems, enabling the organization to continuously experiment, improve and increase its capability.” The learning organization approach is based on values such as; passion for learning, communication, collaboration, team building, people value, caring, culture for excellence, change, problem solving and personal development.
The Learning Organization understands the concept that today’s generation and future generations believe emphatically that you must:
“Work to live, not Live to work”
The Learning Organization cultural development is important to its success. The culture itself must embrace the concept of becoming employer of choice, which means the culture is built upon the value of the employee to the organization. A social, caring atmosphere exists and employee issues are taken seriously.
“People are not profits but without people there are no profits.”
Some companies recognized their dilemma years ago. Many of the top performers in industry are at the top because they strive to be employers of choice. These are forward thinking companies that have found solutions to their recruitment and
The Learning Organization effectively encourages the concept of asking for forgiveness instead of asking for permission. Employees continue to strive to increase their personal output and positive results on the job. The objective is to create an environment that will allow its employees to operate in levels one and two of the initiative scale.
Levels of Initiative:
1. Act immediately and routinely report
2. Act immediately and immediately report
3. Recommend and act on agreed solution
4. Ask
5. Wait to be told
A Learning Organization is “an organization in which everyone is engaged in identifying and solving problems, enabling the organization to continuously experiment, improve and increase its capability.” The learning organization approach is based on values such as; passion for learning, communication, collaboration, team building, people value, caring, culture for excellence, change, problem solving and personal development.
The Learning Organization understands the concept that today’s generation and future generations believe emphatically that you must:
“Work to live, not Live to work”
The Learning Organization cultural development is important to its success. The culture itself must embrace the concept of becoming employer of choice, which means the culture is built upon the value of the employee to the organization. A social, caring atmosphere exists and employee issues are taken seriously.
“People are not profits but without people there are no profits.”
Some companies recognized their dilemma years ago. Many of the top performers in industry are at the top because they strive to be employers of choice. These are forward thinking companies that have found solutions to their recruitment and