ISE 5600 - Principles of Occupational Biomechanics and Ergonomics
Added on 2020-04-15
13 Pages2967 Words42 Views
Leadership Management
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Reflective JournalStudent’s NameInstitution’s Name
Reflective JournalIntroductionISE 5600 is an essential course to learn when you want to be a great leader in business activities. Since I started ISE 5600, I have learned a lot on organizational learning, its models and the significance of corporate education to an individual or an institution. In lesson one of the course, the term organizational learning was defined as the ability to respond to external and internal changes through an extensive, constant process that develops the ability to make sense ofand accept the situations the way they are (Argote, 2012). The method of organizational learning requires an organized amalgamation and collaborative understanding of the current changes in the environment which leads to responsive actions that involve taking risks (García-Morales, Jiménez-Barrionuevo & Gutiérrez-Gutiérrez, 2012). Lesson one also discusses the importance oforganizational learning. Lesson two of the course describes the models used during organizational learning. Lesson three of ISE 5600 course addresses organizational learning context the how the design action can be taken during the process. Lesson four helps in understanding the systems and complexities that improve our capacity and mental models duringan organizational learning process. To appreciate my reflection on lesson one, two, three, and four of ISE 5600 course, reflection journal one I wrote has the details. The current reflection journal is discussing lesson five, six, seven and the workshops. Contents Learned from Lesson 5Lesson five was majorly about the types of organizational learning. The lesson introduced us to on non-traditional management approach toward organizational learning. In the reading, I learn that there are non-traditional learning practices that include storytelling,
planning, and sense-making. At the end of the teaching, I was able to appreciate and understand different management models, how they are used, their benefits and disadvantages. After the lesson, I am now able to implement an organizational learning program or a scenario planning. I am familiar with the objectives of telling a story and how it is practiced in the organizational setting. Through completion of lesson five, I can use a method of sense-making in improving the user-centers organizational learning. I also understood the barriers to organizational learning and strategic policies for change in a learning situation.During the discussion on the types of organizational learning two theories were explainedwhich include Theory-in-use and Espoused theory. Espoused theory discusses the part of an institution that is formalized. Every enterprise has their own methods ways their workers should carry themselves when in the firm conducting their various jobs, for example, solving problems (Santos-Vijande, López-Sánchez & Trespalacios, 2012). The firms often provide specifics guidelines to specific individuals to set path. An example of the theory is if the system does not work; try refreshing it and the communications department. Theory-in-use states the ways which the employees of a given organization solve problems, and the methods include flowing, loose and social forms (García-Morales, Jiménez-Barrionuevo & Gutiérrez-Gutiérrez, 2012). The theory says that the organization defines the actual ways of solving problems (Noruzy et al., 2013). The types of organizational learning include single loop learning, double loop learning,
and deuterolearning. The figure below shows the kinds of an organizational learning process (Li et al., 2014)The image below shows the theories in organizational learning (Muehlfeld, Rao Sahib & Van Witteloostuijn, 2012).
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