Replying to LO29729 --
ceoji singh <ceoji2001@yahoo.com> wrote:
>I have been working on organizational learning for quite sometime, but
>there seems to be a recuring problem of its boundaries not being defined
>properly. I was wondering what is its relationship with Organizational
>Culture and Change management.
>Is there a paper which absorbs the material on the topic and presents a
>framework of the ideas that make up this subject? Or is the field still
>dispersed as theoretical islands?
Greeting to you Ceoji Singh,
I wish to share with you my views and experience on the above. First, your
above expression shows an interesting mental models, ie.
separate-domains-thinking (LO, Change Management, Org Culture, etc. ) and
the challenge of managing their relationship, or integration etc.
I have been designing and facilitating workshops and team dynamic using OL
theories and tools, and my experience has different mental models ...
LO has a distinctive set of disciplines or tools to be used in almost all
sort of situation or human interaction. As such it does not need to draw
any boundary, but skillfully applied in the context of the team or
community, be it handling change management, culture, productivity, HR
issues, scenario planning, office politics, personal development etc.
It is just like we learn a new way of breathing that can make us more
healthy, and we need to use such techniques in every activity we
understake, including sleeping.
Your further views are most welcome.
Regards
Andrew, QuaSyLaTic
http://www.360q.com
--"Andrew, QuaSyLaTic" <andrew@360q.com>
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