Learning for a Change

What is the meaning of learning ? 

How learning is must for Innovation ?

Are we are active learner ?

How we can learn the menaing of change and execute change in the system ?

What is the corelation between learning & system thiking ?

what is the real challenges of change ? There are lots of questions which we are facing all the time about learning.

Lets read this nice article : Learning for a change at fastcomany.com.

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5 Responses to “Learning for a Change”

  1. Henry Hornstein, PhD Says:

    It is inarguable that Peter Senge has exerted much influence in the management literature about systems and the learning organization. However, there is a large area of theory and research on systems that has been omitted, and I believe that this is a worrisome omission. That is, Fred Emery and Eric Trist working through the Tavistock Institute in Britain began investigating and explicating sociotechnical systems (STS) theory as far back as the late 1940’s and early 1950’s in the British coal mines. STS was then spread by way of the Norwegian Industrial Democracy Project into Europe where it has developed and thrived. Meanwhile, the Emerys (Fred & Merrelyn) brought an evolved STS (now called Open Systems Theory with its primary processes of Participative Design [PD] and Search) back to Australia where Merrelyn has continued to elaborate and develop the theory and practice after the death of Fred in 1997. Open Systems Theory and its identification of the two primary design principles describe the true learning organization. This whole area of theory and practice appears to be missing from Peter Senge’s thinking. Moreover, the criticism of the “mechanistic organization” and the recommendation to act as “gardeners” is not new and has been addressed in detail by Merrelyn Emery in a number of publications. In addition, descriptions of successful applications of OST, PD and Search are available from AMERIN in Australia (melboffice@amerin.com.au).

  2. Shahid Iqbal Says:

    Learning is really great.

  3. lynnscheurell Says:

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  4. Krishna rao Says:

    “Learning for a Change” by Peter Senge is a thought provoking article. A system to meet the challenges could be by defining the roles of employees as, a) Leaders b) Strategists c) Facilitators and d) Doers, in their respective functions.

    Since work is an outlet for Self Expression, we have to assess the employees for their “Self” and match them to the job profiles of organization processes. By this matching, employees get relieved from activity traps and function in their roles to resonate with enthusiasm, give high productive results by contributing their physical and mental energies for long term gains.

  5. driving practical test Says:

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