{"id":18413,"date":"2024-01-11T16:37:47","date_gmt":"2024-01-11T20:37:47","guid":{"rendered":"https:\/\/ssaquebec.wp.vortexdev.com?p=18413"},"modified":"2024-01-23T12:28:23","modified_gmt":"2024-01-23T16:28:23","slug":"the-concept-of-learning-organizations","status":"publish","type":"post","link":"https:\/\/ssaquebec.wp.vortexdev.com\/en\/news\/the-concept-of-learning-organizations\/","title":{"rendered":"The concept of learning organizations"},"content":{"rendered":"\n

This text is a summary and free interpretation of extracts from the article The Learning Organisation and Health Care Education<\/a><\/em>.<\/p>\n\n\n\n

Al-Abri RK, Al-Hashmi IS. The learning organisation and health care education. Sultan Qaboos Univ Med J. 2007 Dec;7(3):207-14. PMID: 21748105; PMCID: PMC3074888.<\/p>\n\n\n\n

What is a learning organization?<\/h4>\n\n\n\n

According to the authors Al-Abri<\/strong> and Al-Hashmi<\/strong>, in a learning organisation, health care education aims to educate its members with up to date knowledge to produce competent and safe personnel, who can promote quality in health care services.<\/p>\n\n\n\n

Learning organizations are those where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.<\/strong><\/p>Peter Senge<\/strong> is an American professor of management and author.
He directs the Center for Organizational Learning at the MIT Sloan School of Management.<\/cite><\/blockquote><\/figure>\n\n\n\n

In Qu\u00e9bec, Marie-H\u00e9l\u00e8ne Gilbert, organizational psychologist and full professor in the Department of Management at Universit\u00e9 Laval<\/strong>, surveyed over 500 managers in the health and social services sector. She noted the predominance of an organizational culture focused on achieving objectives, indicators and results. Psychological distress at work results from this culture, which she describes as competitive. Indeed, in such a climate, Professor Gilbert points out that managers tend to adopt “a more transactional leadership style, i.e., oriented towards achieving the organization’s objectives, as well as a laissez-faire style, characterized by a lack of support and availability towards their teams”.

According to Marie-H\u00e9l\u00e8ne Gilbert, the solution to improving employee psychological health? Adopt values that focus on people, collaboration and participation (group culture). This disposition also fosters transformational leadership, focused on a shared vision, individual commitment and development, she says.
<\/p>Source:
Favoriser le bien-\u00eatre des gestionnaires en sant\u00e9<\/a>, Fonds de recherche du Qu\u00e9bec<\/cite><\/blockquote><\/figure>\n\n\n\n

Learning continually in order to adapt to changes in the environment and grow<\/h4>\n\n\n\n

Any organization wishing to implement a learning organization philosophy needs an overall strategy with clear, well-defined objectives. Once these objectives have been defined, it’s time to identify the tools needed to facilitate the strategy.<\/p>\n\n\n\n

The building blocks of a learning organization are people, to begin with, and then teams. They share and act on the basis of collective learning.<\/p>\n\n\n\n

Such an organization applies an organizational learning cycle in which new knowledge is created, captured, shared and implemented. In a learning organization, managers, supported by HR professionals, play a key role in creating learning opportunities for individuals or teams, and in sharing learning in the workplace.<\/p>\n\n\n\n

5 interdependent disciplines<\/h4>\n\n\n\n

In contrast to the traditional hierarchical model, Peter Senge’s learning organization is based on five essential disciplines:<\/p>\n\n\n

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  1. Personal Mastery<\/strong>: Clarifying our approach to reality
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