Jack Welch - Authentic Learning Organization

Information about Jack Welch - Authentic Learning Organization

Published on November 16, 2012

Author: Maharonga

Source: authorstream.com

Content

Jack Welch: Authentic Learning Organization: Jack Welch: Authentic Learning Organization Group Members: - Hour Kimhun - Kun Chanthet - Sao Kanika - Sim Sokthida - Pen Vanndarong Lectured by : Dr. Kol Pheng Table of Contents: Table of Contents Introduction Definition of Learning Organization Characteristic of Learning Org. Benefits of Learning Org. Framework for Developing a Learning Org. Transforming Learning into Result Roadblocks to a Learning Org. Overcoming Roadblocks to Learning Org. Conclusion Recommendation I. Introduction: I. Introduction John F. (“Jack”) Welch, Jr. Chairman & CEO General Electric (GE) (1981 – 2001) I. Introduction (con’t): Facts about Jack Welch: 1935: Birth 1957: B.S. in chemical engineering, University of Massachusetts 1960: M.S. & Ph.D. in chemical engineering, University of Illinois 1972: Youngest Vice President of GE 1980: GE’s revenue was $26.8 billion 1981: 8th Chairman and CEO 2000: GE’s revenue was $130 billion 2001: Retired I. Introduction ( con’t ) I. Introduction (con’t): Facts about GE: Founded: New York, U.S. (1892) Products & services: Appliances Aviation Consumer Products Energy Healthcare Electrical Distribution Lighting Water Oil & Gas Rail Finance – Business Finance – Consumer Customer Training Software & Services I. Introduction ( con’t ) II. Definition of Learning Organization: II . Definition of Learning Organization Organizations where: people continually expand their capacity to create the results they truly desire, new and expansive patterns of thinking are nurtured, collective aspiration is set free, and people are continually learning to see the whole together. ( Senge , 1990) Organization that facilitates the learning of all its members and continuously transforms itself. ( Pedler , Burgoyne, and Boydell ; 1991) Learning from interactions between peers, genders, functional groups, and across hierarchies. (Ali, Warne, and Pascoe, 2006) III. Characteristics of Learning Organization: III. Characteristics of Learning Organization Extensive Accessibility of Information Prioritization on Learning Acceptance of Mistakes or Failures Constancy of Learning IV. Benefits of Learning Organization: IV. Benefits of Learning Organization Competitiveness Greater productivity Higher product quality Innovation and creativity Adaptability to changes Improved social interaction Knowledge sharing Employee retention Customer satisfaction Alignment with strategic direction V. Framework for Developing a Learning Organization: V. Framework for Developing a Learning Organization Existing Strong Financial Status Setting Definitive Strategic Direction & Articulating Vision Set of Values to Guide Company Environment of Trust and Openness Boundaryless Organization Reflex in Speed, Flexibility and Innovation V. Framework for Developing a Learning Organization (cont’): V. Framework for Developing a Learning Organization (cont’) Incentive for Exploration of New Ideas Learning from Best Practices Reward for Behaviors and Actions that Promote Learning Culture Conducive Processes and Infrastructure Penetration of the Gospel to All Levels VI. Transforming Learning into Result: VI. Transforming Learning into Result Lead by Examples Celebrate New Ideas Reward the Best Ideas Team Learning VII. Roadblocks to a Learning Org: VII. Roadblocks to a Learning Org Rigid Bureaucracy Too Many Focuses Wrong Timing PowerPoint Presentation: Entrenched Culture Failure to Walk the Talk Vulnerable Financial Status VIII. Overcoming Roadblocks to Learning Organization: VIII. Overcoming Roadblocks to Learning Organization Show commitment to learning Walk the Talk Remove barriers to productivity Establish company values Implement “Best Practices” movement Use initiative companywide IX. Conclusion: IX. Conclusion Identify characteristics of learning org. Understand the benefits of learning org. Design framework conducive for learning. Transform learning into result through effective leadership. Identify possible roadblocks and devise mechanism to overcome them. X. Recommendation: X. Recommendation Depend on business model and product natures. Be financially healthy and strong. Identify and retain key talents. Remove barriers to productivity. Implement “initiatives” across company. Embed “learning” as a culture. Establish an environment of trust and openness. Foster cohesion between employees and managers. Be tolerance to see the evolution of learning organization. Thank you for your attention!: Thank you for your attention!

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