This paper discusses the implementation of organizational learning, making use of a case study of the Alyeska pipeline system.
Written in 2007; 785 words; 3 sources; MLA; $ 27.95
Paper Summary:
In this article, the writer presents an examination of organizational learning and its implementation. Using a short case study of the Trans-Alaska pipeline system, the writer explores how the Alyeska Pipeline Service company uses organizational learning to train its 1,800 employees over an 800 mile geographic area. The writer explains that organizational learning begins with individual learning and doing something, reflecting on the consequences of that action, allowing that reflection to influence the next action, reflecting on that and repeating it until the tasks are mastered. The writer concludes that organizational learning incorporates the multiple learning style theory, as it provides several different approaches to cement the same concepts and skills for the individuals of the training group.
Outline:
Introduction
Case Study
Conclusion
References
From the Paper:
"For many years company training involved the use of a company manual that often provided a different set of guidelines than were actually used on the floor. In addition the guidelines that did pertain to the employee's job duties were often unclear and ambiguous in nature leaving the employee unsure of what he or she was expected to do."
"Organizational learning begins with individual learning and doing something, reflecting on the consequences of that action, allowing that reflection to influence the next action, reflecting on that and repeating it until the tasks are mastered. Individuals often learn new concepts or tasks using these steps. Organizational learning simply takes it a step further and has individuals go through the same steps but in a group setting. Collectively the group members reflect and act together and the entire group learns the new concept or task."
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