Organizational Learning Systems Model

The linear model of organizational learning is a step-by-step learning style, it divided into seven components (steps), we could follow these steps to complete some works. I will take Group project as a example to explain it.

Firstly, when we start the project, we need to choose the topic what we want to do. So we need to search the relevant information and seek prevailing information in the scope. (Prevailing +Created Information +Filter)

Secondly, we search many useful information, we need to organize and apply the theory that I have learned into the information. (Information Transfer)

Thirdly, when we finish the project, we need to review the overall performance and decide how to present the information to the audiences. (Action and Reflection)

Lastly, we completed the presentation, the group members should gain/learn the relevant knowledge. (Distribution of Knowledge)



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Personal Reflection of the KM&OL seminar

Last OL lesson, I appreciated Ms. Waltraut Ritter’s sharing about the concepts of KM&OL, it’s helpful and useful for our course and learning. But I would like to share my personal reflection about the seminar what I learned.

In the seminar, I acquired a new type of learning, it can be divided into 3 types, Formal, Informal and Incidental learning. I think it can be applied to our Blog learning style, because the blog learning involves using these 3 types of learning.

1) Formal Learning: as we need to use the blog to complete our group project of teaching a skill to the employees of an organization, it might be teaching step by step, need documented the procedures to our employees, for example: “how to improve the verbal communication? the first step is…the second step is…”, so it can be allowed the employees to follow these procedures to learn the skills.

2) Informal Learning: as we would post some opinions about the OL to our personal blog after attended the OL lesson, the lecturer and classmates can visit the personal blog and left some comments/suggestions to the blog owner what could be improved.

3) Incident Learning: according to the s Sandra Kerka's (2000) definition: “Incidental learning is unintentional or unplanned learning that results from other activities. It occurs often in the workplace and when using computers, in the process of completing tasks”
http://edutechwiki.unige.ch/en/Incidental_learning (visited at 13/03/2009)
as our group blog would like to teach the communication skill, we found that some useful ideas may be appeared in unintentional discussion/talking, because we may use some communication skill. Instead, we hold the formal discussion, it can’t obtain any useful good ideas. Does anybody agree the incident learning= “Practice more important than empty talking”?

The Fire Service Department visiting

The last OL lesson, we had a good chance to visit the Hong Kong Fire Service Department(FSD), at the seminar, I understand a part of the operation about the “Third Generation Mobilizing System”, it’s a effective system to coordinate the fire fighting and emergency ambulance.

Paradigm Shift (machine/industrial to technology/information)

Prior to this, my understanding of fire service almost from the teleplay “烈火雄心”series, it shows the firemen use their team-working to fight-fire and rescue the citizen in the different calamity. Concededly, they are heroes, to protect the citizen’s life and property.

After visiting the Fire Service Department, I found that the operators of FSD are the backstage heroes, because they need to control the system to coordinate and assign the fire-fighting and emergency support according to the different calamity (e.g. No.2 fire or No.3 fire). They are not allowed any mistakes. The Fire Service Department spends about HK$450 million to develop the “Third Generation Mobilizing System”, it contains 21 sub-systems, its process almost base on the automated operation, that can reduce the human mistake, so the FSD are changed to the technology/information era.

An example of Kolb Learing Cycle

On the last OL lesson, we received some new things; it almost seems difficult and complex. If we can apply the theory to our experience, it will become clearly knowledge for us. So I would like to provide an example of playing bowling to grasp the Kolb Learning Cycle. It divided into four parts.

1.) Diverging: when I playing the bowling, I will imagine to roll a bowling ball to make a STRIKE(全中) at the moment, but before, I will see the other professional players how to play it.

2.) Assimilating: I will see the professional players in the teaching video, they how to keep the body to balance and rolls technique. After that, I think I would like to play well if I following the teaching video.

3.) Converging: I will ask the teacher/professional players to obtain some tips, such as I should hit which pin that can easily to make a STRIKE as possible.


4.) Accommodating: I will try the skills I had learnt in the Bowling Alley, for example, keep the well balance pose and hit the target pins. I trust I will play it better and better through more practices.

Reference: http://www.csa.edu.hk/~pe/bowling/diction.htm (visited at 13/2/2009)

Bloom's Taxonomy ( Original? New ?)

The last OL lesson, we meet the bloom’s taxonomy again, we had a basic concept about that in the previous KM lessons, but on the last OL lesson, we learned the bloom’s taxonomy deeply with more explanations.

There are two types of bloom’s taxonomy, one is Original Terms (Knowledge, Comprehension, Application, Analysis, Synthesis, Evaluation); and the other one is New Terms (Remembering, Understanding, Applying, Analyzing, Evaluating, Creating), I find the confusing when I study these two types, and I want to know about which type is best to describe the learning process?

In my personal views, I prefer the New Terms, because I think that the Creating should be put at the last stage, as we have many ideas at the same time, we need to evaluate these ideas, and we finally can create a new and useful idea.

Paradigm Shift in Today’s World

西九聘百萬年薪藝術顧問 業界憂港缺人才
(明報)12月7日 星期日 05:05

【明報專訊】西九文化區內有15個表演藝術場地，就場地的規劃及設立，西九管理局上月底全球招聘年薪100萬元的全職表演藝術顧問，顧問需有最少10年全職從事表演藝術工作，包括規劃、設計及營運表演藝術場地的經驗。有業界擔心，本港大部分表演場地由政府營運，若聘請重視行政經驗的前高官，會既不熟悉本地藝團的發展，亦難以在推動本地表演藝術發展上取得突破。


Organizational learning is an area of knowledge within organizational theory that studies models and theories about the way an organization learns and adapts.
Nowadays, the organizational structure has been changed from Manufacturing to Mentofacturing; it means that the organization’s traditions, culture, technology, operations, systems, and procedures are all based on knowledge and expertise

Today, I have read news about the West Kowloon Culture District to annual salary of millions to recruit the art consultant who is required to have at least 10 years of full-time performing arts work, including planning, design and operation of the experience of performing arts venues. Currently, Hong Kong government is lack of the art expertise.

In this news, I think that the organizations or government will need to adapt the Mentofacturing (brainfacturing), because the work will require “higher-order” cognitive skills. So I think the organizations want to increase the competitiveness, they need to recruit or trained more k-workers/ expertise-workers.


Reference News:
<西九聘百萬年薪藝術顧問 業界憂港缺人才>
http://hk.news.yahoo.com/article/081206/4/9lsq.html