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Strategic Organizational Learning, 2nd Ed.

A Practitiioner's Guide for Managers and Consultants

Michael Beitler

Publisher: Practitioner Press International, 2010 , 219 pages

ISBN: 978-0-9726064-5-5

Synopsis:

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Strategic Organizational Learning is written by a practitioner who is internationally known for offering practical guidance to senior executives, HR directors, and consultants who are responsible for organizational learning and knowledge management.

Table of Contents:

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  • Part I. Foundations of Organizational Learning
    1. Strategic Learning
      • From Training to Organizational Learning (OL)
      • Purpose of This Book
      • OL Practitioners
      • Practice Log 1.1 — My History With Change Efforts
      • Strategic Learning
      • Growing Need for OL Consultants
      • References
    2. Motivation, Learning & Development
      • Motivational Theories
        • Maslow & Alderfer
        • Behavioral Theory & Motivation
        • Cognitive Theory & Motivation
        • Beitler's Motivation Model
        • Self-Confidence & Motivation
      • Adult Learning Theories
        • Behaviorists vs. Cognitivists
        • Implications of the Two Approaches
        • Assimilation & Accommodation
        • Social Learning Theory
        • Pedagogy vs. Andragogy
      • Adult Development Theories
        • Trait Models
        • Stage Models
        • Interactional Models
      • Summary
      • References
  • Part II. Organizational Learning in the 21st Century
    1. Traditional Training
      • Phase I: Assessing
        • Organizational Analysis
        • Job Analysis
        • Person Analysis
        • The Goal of Assessing (NA)
      • Phase II: Designing
        • Facilitation of Learning & Transfer
        • Training Methods
      • Phase III: Conducting
        • Lecture w/Discussion
        • Games & Simulations
        • On-the-Job Training (OJT)
      • Phase IV: Evaluating
      • Summary
      • References
    2. Self-Directed Learning & Learning Agreements
      • Self-Directed Learning
        • Malcolm Knowles
        • Long & the Guglielminos
        • Tools to Determine Appropriate Use of SDL
        • SDL in the Workplace
        • Using Both SDL & Teacher-Directed Learning
      • Learning Agreements
        • Capture of Individual Learning
        • Steps in Writing a Learning Agreement
      • Using SDL & Learning Agreements
        • Promoting Individual Learning
        • Rewarding Individual Learning
        • Capturing Individual Learning
        • Practice Log 4.1 — Who benefited?
        • Benefiting from Individual Learning
      • Summary
      • References
    3. Knowledge Capture & Transfer
      • Codification vs. Personalization
        • Codification Systems
        • Limitations of Codification Systems
        • Personalization Systems
        • Practice Log 5.1 — The Open Source Community
        • Straddling
        • Determining the Primary KM Strategy
        • Rewards
      • Communities of Practice
        • Origins of the Concept
        • The Value of CPs
        • The Structure of CPs
        • Cultivating CPs
        • The Community Coordinator
        • Life Stages of CPs
      • Summary
      • References
    4. Management & Professional Development
      • Assessment
        • In-House vs. External Assessment
        • Assessment Instruments
      • Development
        • Coaching/Mentoring
        • Behavior Modeling
        • Experiential/Sensitivity Training
        • Job Rotation
        • Cross-Cultural Training
        • Career Planning
      • Performance Management
        • Goal Setting and Performance Appraisal
        • Rewards and Guidance Counseling
      • Succession Planning
        • Aligning with the Strategic Plan
        • Identifying Key Positions
        • Identifying Candidates
        • Real-Time Learning
        • Line Ownership
        • Integrating with Other Activities
      • Summary
      • References
    5. Expatriate Training & Support
      • High Failure Rates
        • The Cost of the Problem
      • The Four-Phase Training Model
        • Self-Awareness
        • General Awareness of Cultural Differences
        • Specific Knowledge Acquisition
        • Specific Skills Training
      • The Beitler & Frady Model
        • Assessment
        • Individualized Learning Agreements
        • Pre-Departure Training/Orientation
        • E-Support During Foreign Assignment
        • Periodic Re-Assessment
        • Learning Agreement Revisions
        • Ongoing E-Support
        • Who's Involved
        • The Role of Technology
      • Cross-Cultural Design Issues
        • Capabilities & Readiness
        • Oechsler's Research
      • Hofstede's Research
      • Trompenaars' Work
        • Universalism versus Particularism
        • Individualism versus Communitarianism
        • Neutral versus Emotional
        • Specific versus Diffuse
        • Achievement versus Ascription
        • Attitudes toward Time
        • Attitudes toward Nature & Human Nature
      • Implications for Cross-Cultural Design
      • References
    6. Corporate Universities
      • The CU Model
        • Meister's Ten Goals & Principles
      • Designing a CU
        • Meister's Design Guidance
        • Designing the CLO Position
      • Developing External Learning Partnerships
        • Partnering with Independent Vendors
        • Partnering with Value Chain Members
      • Partnering with Traditional Universities
        • Best of Both Worlds
        • Customized Programs
        • The Multi-Company Consortium
      • Possible Structures and Scope
        • Trilogy's Boot Camp
      • References
    7. Career Development
      • Who is Responsible?
      • Career Development Models
        • Erikson's Eight-Stage Model
        • Levinson's "Seasons" Model
        • Greenhaus' Five-Stage Model
        • Hall's Protean Career Model
        • Brousseau's Four Career Paths
        • Implications for Career Development
      • Roles in Career Development
        • The Individual's Role
        • The Supervisor's Role
        • The HRD Professional's Role
      • Organizational Activities & Programs
        • Employee Self-Assessment
        • Individual Counseling
        • In-House Information Exchanges
        • Organizational-Potential Assessments
        • Development Programs
      • Other Career Development Issues
      • Summary
      • References
    8. Consulting Skills
      • Process Consulting
        • Three Consulting Approaches
        • The Psychodynamics of Helping
        • All the Things You Don't Know
        • Active Inquiry
        • Face Work
        • Summary of Process Consulting
      • Performance Consulting
        • The Practice Model
        • Partnering Phase
        • Assessing Phase
        • Implementing Phase
        • Measuring Phase
        • Summary of Performance Consulting
      • Other Consulting Skills
        • Appreciative Inquiry
        • Ellis's Model of Perception
      • References
    9. The Future of Organizational Learning
      • Twelve Bold Predictions
      • ASTD's 2004 Competency Study
        • Competencies
        • Areas of Expertise
        • Roles
      • Raymond Noe's Predictions
      • ASTD's 60th Birthday
      • Some Final Predictions
      • References
    • Appendices
      • Annotated Bibliography
      • Comprehensive Reference List

Reviews:

Strategic Organizational Learning

by Roland Buresund last modified 2013-03-06 17:56

Rating: ****** (Decent)

I really like this author, but I was a bit let down by this book. It felt a bit too academic and too US-centered. But it was an excellent overview about organisational learning, it just missed that little extra that makes you go back to a book.

And it assumes that you already knows the field, as it lacks any in-depth explanations and context sometimes.


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