Chapter 3 Flashcards
2 types of knowledge
- explicit
2. tacit
explicit knowledge
tangible-databases, documents, programs, etc..
tacit knowledge
intangible- cognitive, intuitive, etc..
power
the ability to influence another’s actions.
Formal power bases
- coercive- threats, punishments
- rewards- benefits, advantages
- legitimates- positional, hierarchical, organizational
Personal power bases
- expert- knowledge, skills, information
2. referent- attraction, charisma, admiration
Other power bases
trust and respect
Classical Conditioning
creating a response to an unconditioned stimulus, Make you react in a specific way to something that you didn’t used to act that way before. Based on the experiments of Ivan Pavlov
Operant Conditioning
the reaction to feedback or others reactions
reinforcement conditioning
uses rewards to increase the likelihood of a particular behaviour. Can be positive or negative.
Positive reinforcement- rewarding behaviour with a favourable stimulus
Negative reinforcement- rewarding a behaviour with your removal of an aversive stimulus
punishment conditioning
uses punishment to decrease the likelihood of repeating behaviour, can be positive or negative.
Positive punishment- punishing a behaviour with an aversive stimulus
Negative punishment- punishing a behaviour with the removal of a favourable stimulus
extinction conditioning
doing nothing to decrease the likelihood of repeating behaviour this includes stopping to provide the above reinforcements (silent treatment)
Social learning
learning through the experience and observation of others. Learn to anticipate consequences of good and bad behaviour.
Organizational learning
Organizations learn through exploitation or exploration
Exploitation organization learning
Exploitation is learning ways to refine and improve existing procedures.
Exploration organizational learning
Exploration is searching for and experimenting with new kinds of activities and procedures
Levels of organizational learning
Individual exploration and development
Group sharing of ideas and collaboration
Organizational developing and capturing knowledge across groups
Inter-organizational learning from competitors and other organizations
Single-loop learning (adaptive learning)
Single loop learning is changing according to existing procedures and strategies
Double-loop learning (generative learning)
Double Loop learning is questioning and possibly altering assumptions policies and procedures and developing new ones
Triple-loop learning or Deutero learning
learning to learn
Reasons companies fail
- Repeat mistakes
- Duplicate work that been done instead of developing better work
- Poor customer relations
- Good ideas aren’t spread between departments
- Competing on price (need more than just being cheap to keep customers)
- Can’t compete with market leaders (knowledge is key, what do you have that the big companies don’t that will set you apart OR what do the big guys have that is putting them at the top that you might be missing- think outside of money budget)
- Depending on key individuals (Mom’s work)
- Slow to launch new products or enter new markets
- Not setting the right price for the service or product
Characteristics of an adult learning environment
- Psychological Contract of Reciprocity- relationships with an equal and mutual balance of giving and receiving thrive, while relationships that fail to have this balance decay quickly.
- Experience Based- motivation for learning comes from problems and opportunities in their own life experiences.
- Personal Application- the main goal of learning is to use what is learned to solve everyday problems
- Individualized and Self-Directed- learning environments have to be flexible to meet the needs of different students goals and learning styles. Learners must take responsibility for achieving goals and let the instructor know if problems arise.
- Integrates Learning and Living- must learn the subject matter and one’s strengths and weaknesses as a learner
Characteristics of Learning Organizations
- Systematic Problem Solving- solve problems using the scientific method
- Experimentation- continuous experimentation to improve the company
- Learning from Past Experience- take time to reflect and evaluate successes and failures
- Learning from Others- look outward to adopt ideas from others
- Transfer Knowledge- share knowledge among all sections of the company
Competitive advantage
being able to learn faster than their competitors.
Knowledge
knowing something through experience
Espoused Theories
“Do as I say, not as I do.” stuff we profess to believe
Theories in Action
stuff that guides our behaviour
Parallel Learning Structures
a small group or sector of the company that tests out an innovative idea or process which if successful or beneficial is then added to the organization as a whole. (Farrow edmonton office not using paper)
Psychological Contract of Reciprocity (characteristics of an adult learning environment)
relationships with an equal and mutual balance of giving and receiving thrive, while relationships that fail to have this balance decay quickly.
Experience Based (characteristics of an adult learning environment)
motivation for learning comes from problems and opportunities in their own life experiences.
Personal Application (characteristics of an adult learning environment)
the main goal of learning is to use what is learned to solve everyday problems
Individualized and Self-Directed (characteristics of an adult learning environment)
learning environments have to be flexible to meet the needs of different students goals and learning styles. Learners must take responsibility for achieving goals and let the instructor know if problems arise.
Integrates Learning and Living (characteristics of an adult learning environment)
must learn the subject matter and one’s strengths and weaknesses as a learner
Systematic Problem Solving (Characteristics of organizational learning)
solve problems using the scientific method
Experimentation (Characteristics of organizational learning)
continuous experimentation to improve the company
Learning from Past Experience (Characteristics of organizational learning)
take time to reflect and evaluate successes and failures
Learning from Others (Characteristics of organizational learning)
look outward to adopt ideas from others
Transfer Knowledge (Characteristics of organizational learning)
share knowledge among all sections of the company
