University of Cumberlands WK4 Informational Knowledge & Strategic Learning Discussion

Question Description

Topic of discussion:-
Discussion: This week we focus on the social and organizational issues that exist with better understanding why changes occurs. This week discuss the phases of change noted in the Linear Development in Learning Approaches section in the Information Technology and Organizational Learning text.

1) Chandan Gopu

Week 4 – Discussion

COLLAPSE

In light of information technology, the text of organizational learning and concerning linear development on learning methods phases change endlessly. This practice occurs across the globe in a group, individual, and at diverse levels via intuition, interpretation, institutionalization, and integration. With excellent informational knowledge, it is an organizational process intended to encourage their management through enhanced decision-making. Linear development is often founded on individualized-loop learning. Likewise, it is a procreative process built on double-loop understanding within the learning approach (Li & Herd, 2017). Therefore, linear development in the learning approach entails instructional strategies that concern linear format and program-centered. Thus, according to information technology, the significant change in linear development learning approaches and organizational learning text include (Langer, 2017);

The Culture of Constant Improvements:

The root of improving learning approaches in both linear and organizational development is to emphasize motivation and commit the results. With the assistance of information technology, it enhances learning, reduces cost, monitors, progresses, and develops creativity with their theoretical information.

Communication:

Moreover, technology has as well influenced communication in companies in the present world. Businesses no longer perform their manual duties without the help of technology. Besides, firms no longer ask about resourceful data strenuously to get them executed. Nevertheless, the firms use technology through Google, and other browsing accounts for online searches to acquire and access the necessary information (Reddick, Chatfield & Ojo, 2017). Hence, most companies have embraced social media communication since its beneficial.

Spontaneous Process of Knowledge:

The organizational learning text promotes and integrates towards communities, individuals, and different management norms to reflect, think, and learn approaches. Therefore, spontaneous knowledge aids in decision-making, linear development, and constant change in organizational learning.

Strong Development:

Linear development and organizational learning ensure information flows endlessly, signifying the quality and decision-making process. It improves with the technology to effectively and broadly share knowledge (Reddick, Chatfield & Ojo, 2017). With the support of information technology, the learning approach’s implementation intensifies from individual to individual, thus maintaining a more robust shared learning.

Adopting Collaborative Learning:

Concerning linear development within learning approaches, information technology describes itself strikingly. It adopts the learning pyramid, where it demonstrates a horizontal knowledge of organizational learning text. It also facilitates information sharing with time restraints, collective technology, and learning positioned among people or employees.

References

Langer, A. M. (2017). Information Technology and Organizational Learning: Managing Behavioral Change in the Digital Age. CRC Press.

Li, J., & Herd, A. M. (2017). Shifting practices in digital workplace learning: An integrated approach to learning, knowledge management, and knowledge sharing.

Reddick, C. G., Chatfield, A. T., & Ojo, A. (2017). A social media text analytics framework for double-loop learning for citizen-centric public services: A case study of a local government Facebook use. Government Information Quarterly, 34(1), 110-125.

2) Hari Krishna Kommineni

Phases of Change of Linear Development in learning Approaches

When focusing on a practical learning program, we have to consider where the individuals and the organization are in the learning cycle. Technology act as an accelerator of learning and requires IT to design a new network during any relocation and establishes a relationship with line management (Langer, 2018).

The phases of Linear Development in learning approaches were as follows:

Reinstating the old culture

First of all, there was reinstating the old culture. In this phase, individual reflective practices were used to establish operations and line management, and the outcomes were the early stage of learning organization development. That is, centralized infrastructure stated operational boundaries and separations that mandated anti-learning organizational behaviors. This happened after the invitation to a new IT director. The new IT director attempted to roll back the process to a former cultural state becoming unsuccessful. This showed that a new evolving culture had indeed occurred. Line managers came together to deliver a concerted message to execute the team. The transformation from individual-based learning to stimulate happened within the same management team.

Integrating the IT department with another technology-based part of the business

In the second phase, there was a need for integrating the IT department with another technology-based part of the business- unit responsible for media and engineering services (Langer, 2018). This was the combination of the event-driven and early-stage social, organizational learning formation as the outcomes. The beneficially of this was not reached because the organization could not manage ROD, making the integration more obvious. In this phase, the learning process matured by accelerating the need for structural change in the actual reporting process of IT.

Managing ROD

In the third phase showed that the organization was supposed to manage ROD better. It was noted that as the organization’s learning matures within ROD, there is an increasing need to educate the executive team of the organization. Moving away from IT’s holistic formation into a separate driver and supporter attribute was the learning in this phase. Learning approaches are integrated using both individual and organizational methods and are based on functionality instead of being organizationally specific. The executives were less included in the events-driven issues, which created their ignorance of IT’s importance on the business strategy. Chronic problems rose with understanding the relationship value of IT on the business units.

Dialogue and support to educate the executive

Finally, there was a reason for having dialogue and support to educate the executive. This happened on social and group dynamics of organizational learning. It shows that organizations and individuals’ learning methods work together but evolve in a specific way.

Reference

Langer, A. (2018). Information Technology and Organizational Learning: Managing Behavioral Change in the Digital Age Third Edition pp 96-99.

3) Ajay Kumar Gangidi

SOCIAL AND ORGANIZATIONAL ISSUES

Social Issues

Lack of Consensus

If you fail to get everyone on board with corporate changes, you are likely to face barriers during the process. The decision to implement changes should come from the top level of the organization. All management level staff needs to be on board and able to deal with the changes or you may face dissent within the staff (Quain,2019).

Conflicts

Change can evoke emotions like uncertainty and fear, leaving staff to take their frustrations out on each other. Conflict is a common unintended consequence, so it’s your responsibility as a leader to help staff overcome difficulties. Conflicts will disrupt your schedule, so whenever possible you must intervene and mitigate issues. Be alert to proactively tackle the root of the issue, and find a solution that incorporates staff input (Smith,2018).

Planning

Change will fall by the wayside without correct planning. You’ll reap the benefits of a systematic procedure, which underlines the exact nature of changes, and what needs to happen for these changes to stick (Smith,2018).

Setbacks

Setbacks are inevitable, but you can reduce their impact by identifying them before they happen. Never presume your steps towards change will be flawless. Your method won’t be foolproof, and it’s difficult to accurately foresee the future. When something goes wrong, maintain a positive mental attitude, implementing measures to prevent recurrences. If your team pitches in to help, delay will shorten considerably (Smith,2018).

Organizational Issues

Low Employee Morale

In many instances, employees dislike change unless it is one that they have requested or lobbied for, which means that obtaining buy-in is a major barrier to change. For example, let’s say you are changing your organizational structure from a flat structure in which all employees are encouraged to give feedback and help make decisions to a top-down structure in which all power and decision-making is in your hands. You can expect that employee morale will take a big hit as your staff members realizes they are losing the power to have a real say in how things are done.

Adopting New Technology

Technology has become the linchpin on which many businesses grow and thrive but it does have its challenges. One challenge is integrating new technology with your existing platforms in a way that doesn’t cause huge logistical issues. Another challenge is getting your staff up to date on how to use the new technology. Your employees are the “end user” when it comes to implementing a new system at the workplace (Quain,2019).

Failing to Communicate

Employees want to know what’s going on, whether it is positive or negative news. The feeling of uncertainty when management doesn’t communicate disrupts work and makes employees feel as if they aren’t a part of the decision. Keep employees updated regularly about the plans and progress toward the change implementation. Involve all employees as much as possible through meetings or brainstorming sessions to help during the planning phase (Quain,2019).

Linear Development in Learning Approaches

By focusing on role of an individual in an organization we can formulate an effective learning. There are other dimensions to consider which is based on learning maturation i.e where in the learning life cycle the individual would fit in. The dependence of the organization on event driven and individual reflective practice learning. Technology acts as an accelerator of learning this it required IT to design a new network during the relocation of the company. Specifically, the acceleration, operationalized by a physical move, required IT to establish new relationships with line management. We should move our focus from individual based learning process to one that is based more on the social and organizational issues for transformation. This transformation is adopted by same management teams. Technology served to accelerate

the process of change or accelerate the maturation process of organizational learning (Langer,2018).

REFERENCES

Quain, Sampson. “Barriers & Challenges to Change Implementation.” Small Business – Chron.com, Chron.com, 19 Feb. 2019, smallbusiness.chron.com/barriers-challenges-change-implementation-30842.html

Smith, Christopher. “What Are the Challenges Faced during Organizational Change Management?” Change! Change Management News & Tips, 16 Aug. 2018, change.walkme.com/organizational-change-management/

Arthur M. Langer, Information technology ang organizational Learning ,2018

IF USING REFERENCE PLEASE USE CITATION AND APA FORMAT.

USE THE TEXT BOOK FOR REFERENCE AND REST LEFT YOU.

Prof. Angela

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