Sense Making and Organizational Learning
Problem Statement
Most organizations conduct training sessions based on the traditional models of education – “show up and get a bunch of information and a certificate”. Most organizational training has limited impact. Studies have shown that two weeks after the training, worker return to their usual way life and little knowledge from the training is used.
Adult learning does not create the systemic shifts in people’s behaviors. There is no accountability system, while managers are always looking at someone else to get trained better. Without creating sustainable changes, training is usually the first budget to get cut. Most employees view training as time away from the desk, like a mini-vacation.
Significance to Humanity
Creating a context for adult learning is crucial for organizational survival. Many researchers and leaders have reiterated time and time again the important of learning for all organizations. Learning on an organizational level must occur with each individual at all levels of the company. Much of Talyor’s principles of scientific management are built into structures in most organization. These principles view human beings as incapable of finding problems and creating solutions. On the contrary, human beings are very capable of doing both. Creating a methodology to conduct all training activities can significantly improve organizational learning.
Systemic Solutions Perspective
A six month training model is used for this experiment. Various educational theories such as constructivist approaches and sensemaking concepts are deployed throughout the six months. Each session is designed to ... for more information, contact Dr. Sun directly.
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