Stever said:
Do learning organization concepts still apply in that
context (e.g. fast food chains, etc.)?
Stever,
The key is that any organization learns, some at dysfunctional speeds. I
have worked in hospitality (foodservice) for a number of years and yes,
these types of orgs(systems) can adopt LO principles with turnovers as
high as 105%--industry average. The difficulty sometimes is org amnesia
as the institutional memory is concentrated in those few that remain, so
the org continually learns the same things over and over, or in cycles of
learning. However, as I reviewed your post, I realized that LO principles
established in the system rather than being dependent on each individuals
learning rates and aptitudes/attitudes are effective over the long run as
the culture presents learning to new hires as a norm.
On a side note:
The higher a worker's income, the higher the participation in training.
Only one in five Canadian workers with incomes at the lowest end of the
scale (less than $15,000) took some training, based on a survey conducted
on behalf of Human Resources Development Canada and reported in an
upcoming issue of Education Quarterly Review. That compares with almost
half of those at the highest income level (more than $75,000).
interesting...
mike
--"Mike Jay" <Quarterback@msn.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>